SAP C_THR87_2411 Übungsprüfungen
Zuletzt aktualisiert am 27.04.2025- Prüfungscode: C_THR87_2411
- Prüfungsname: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay
- Zertifizierungsanbieter: SAP
- Zuletzt aktualisiert am: 27.04.2025
A customer updated an employee’s assignment date using the employee history editor, but the proration amount remained the same in the worksheet.
How can you correct this?
- A . Update Goal Result and Update worksheets.
- B . Delete the user from their worksheet and add them back into the worksheet.
- C . Delete the existing worksheet and then launch a new set.
- D . Calculate Bonus and Update worksheets.
Which Variable Pay report shows employees that have less than the full plan year of eligibility?
- A . Employee History Overlaps report
- B . Employee History Gaps report
- C . Employee History report
- D . Bonus Payout Details report
How would you assign the same business goal to all employees in a non-EC integrated plan?
- A . Use the correct performance management form template.
- B . Use the user ID of each employee in the business goals file.
- C . Use the Manage Employee grouping.
- D . Use a common field value for all employees in the employee history file.
A customer’s variable pay program dates are January 1 to December 31, 2017.
Given the screenshot below, what are the approximate Proration and Prorated Target Amount for this assignment?
- A . 75% and 6,000 respectively
- B . 25% and 2,000 respectively
- C . 75% and 2,000 respectively
- D . 25% and 6,000 respectively
What is the effect of proration rounding?
- A . Rounds proration to a monthly value
- B . Changes start and/or end date used in BonusCalculation
- C . Forces proration to have X decimal places, where X is configurable
- D . Allows for the use of "point in time" salary calculations
What attribute must you change when creating a new Business Goal XML template to ensure that the correct business goals are referenced?
- A . Plan name
- B . Plan ID
- C . Plan number format
- D . Plan type
You want to see historical payouts initiated through manager self-service from the Variable Pay form.
What do you use?
- A . Custom views
- B . Executive review
- C . Compensation profile
- D . Field-based permission
Due to some company reorganizations and rapid career advancement, an employee at your client has the following data in Employee Central: On the Variable Pay template, there is a custom string column that is mapped to the Job Title field on the Job Information portlet in Employee Central. The Effective Date of the template is June 1, 2020. The Bonus Period is from January 1, 2020 to December 31, 2020.
What is displayed in the Job Title field when the forms are launched?
- A . Marketing Assistant
- B . Marketing Manager
- C . Sales Advisor
- D . Sales Associate
The bonuses of all employees at your client are determined by the following results: 30% Corporate Performance. 30% Country Performance. 40% Individual Achievement. All employees have the same result for Corporate Performance, but the result for Country Performance varies based on the employee’s country. The Individual Achievement comes from a linked performance form’s overall result.
How would this be configured? Note: There are 2 correct answers to this question.
- A . Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 50% and Country Performance is weighted 50%
- B . Additive plan with two Business Goal sections. Corporate Performance in one Business Goal section, weighted at 30%. Country Performance in other section, weighted at 30%. Individual section weighted at 40%
- C . Additive plan with one Business Goal section. The Business Goal section is weighted 30% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%
- D . Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%
How is goal payout determined when using the direct payout function type?
- A . Direct payout percentage will override normal performance payout calculation.
- B . The lower amount between the direct payout percentage and the performance minimum payout percentage will be used.
- C . The higher amount between the direct payout percentage and the performance maximum payout percentage will be used.
- D . The lower amount between the direct payout percentage and the estimated target payout calculation will be used.