C_THR87_2205 Self-Study Guide for Becoming an Certified Application Associate - SAP SuccessFactors Variable Pay 1H/2022 Expert
C_THR87_2205 Study Guide Realistic Verified C_THR87_2205 Dumps
SAP C_THR87_2205 Exam Syllabus Topics:
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NEW QUESTION 24
A public sector company would like to pay one business goal according to the following guidelines: If the company makes profits, employees get 100% of their target payout. If the company loses
$50,000, employees get 50% of their target payout. If the company loses $100,000 or more, nobody receives a payout. Finance provides administrators with the final amount on February 1 every year. How should your customer create this interpolated business goal?
- A. Load metrics as: performanceMin= 0, performanceTarget= 50, performanceMax= 100
- B. Load metrics as: performanceMin=-100,000, performanceTarget=-50,000, performanceMax=0
- C. Use the Direct Payout function type and load 100,000 as achievement.
- D. Use the Direct Payout function type and load 40,000 as achievement.
Answer: A
NEW QUESTION 25
A client has the following requirements: Executives have 3 business goals and NO individual performance metrics. Divisional VPs have 6 business goals and NO individual performance metrics. Directors have 6 business goals and individual performance weighted at 40%. Managers have 3 business goals and an individual performance multiplier. What is the minimum number of templates that can be configured to satisfy these requirements without the use of custom columns?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: B
NEW QUESTION 26
Your customer wants to load the final results of business goals to be used in payout calculation. What column from the business goal import file must be used to load the results of each business goal?
- A. notes
- B. payoutPercentTarget
- C. payoutFunctionType
- D. directPayout
Answer: B
NEW QUESTION 27
A performance management (PM) form will be considered a match to an assignment when its period overlaps with the period of the assignment. Which combination of conditions qualifies as "overlap"?
- A. PM form start date >= Assignment end date. Assignment start date <= PM form start date
- B. PM form start date <= Assignment start date. Assignment start date >= PM form end date
- C. PM form start date <= Assignment start date. PM form end date <= Assignment end date
- D. PM form start date <= Assignment end date. Assignment start date <= PM form end date
Answer: D
NEW QUESTION 28
How can you create worksheets where employees have planners outside their line manager hierarchy?
- A. Assign the employees to matrix managers and use matrix managers in the route map.
- B. Use the custom manager option for assigning employees in the user data file and in the route map.
- C. Create a Second Manager hierarchy and set the template to use this hierarchy instead of the Standard hierarchy.
- D. Create the worksheets the same as in compensation planning and move employees to other managers through Employee Membership.
Answer: C
NEW QUESTION 29
Company XYZ rewards its sales employees based on company and individual performance. Each employee's target bonus is a percentage of their salary. Both company and individual performance are combined, then multiplied by the basis. Employees are assigned weighted goals under company performance (revenue, profit, etc.). Which of the following bonus calculation equations is best to use for this organization?
- A. base x business performance x individual performance
- B. base x (business performance x individual performance)
- C. base x (business performance + individual performance)
- D. base + (business performance + individual performance)
Answer: C
NEW QUESTION 30
In which ways can the basis be configured in a non-EC integrated plan? Note: There are 2 correct answers to this question.
- A. Imported from employee history
- B. Imported from user data file
- C. Imported from goal management
- D. Imported from bonus plan
Answer: A,B
NEW QUESTION 31
Your customer, who has offices in the US and Germany, has the following two bonus schemes: Revenue Enabling Bonus. Revenue Generating Bonus. US employees in the Revenue Enabling Bonus scheme are weighted 40% Business Achievement and 60% Personal Achievement, while in Germany, it is 50% for each. They all have the same business goal: "Corporate Results". US employees in the Revenue Generating Bonus scheme are weighted 35% Business Achievement and 65% Personal Achievement. The only business goal is "Country Results", where the goal achievement differs between the US and Germany. What is the minimum number of bonus plans required to meet this requirement?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: B
NEW QUESTION 32
Which field-name attributes of a variable pay background element are reserved for a specific purpose? Note: There are 2 correct answers to this question.
- A. ifid1
- B. vfid5
- C. dfid1
- D. ffid1
Answer: B,D
NEW QUESTION 33
Which of the following scenarios are good uses of a global eligibility rule in an Employee Central integrated template? Note: There are 2 correct answers to this question.
- A. Only employees who have had less than 20 days of unpaid leave during the bonus period are eligible for a bonus.
- B. Only employees who are active employees on January 1, 2020 are eligible to receive a bonus.
- C. Only Permanent full-time employees are eligible to receive a bonus.
- D. Only employees in bonus plans "Executive", "Manager" or "Employee" are eligible to receive a bonus.
Answer: B,C
NEW QUESTION 34
You want to see historical payouts initiated through manager self-service from the Variable Pay form. What do you use?
- A. Compensation profile
- B. Custom views
- C. Executive review
- D. Field-based permission
Answer: A
NEW QUESTION 35
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 30% and Country Performance is weighted 30%
- 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 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 50% and Country Performance is weighted 50%
- D. 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%
Answer: B,C
NEW QUESTION 36
Assume a starting point of "All employees are eligible" and all employees will appear on the worksheet regardless of employee history. Why would you use Manager Form Eligibility Rules?
- A. To exclude employees who have given their notice from the Variable Pay form
- B. To include inactive users as part of the Variable Pay form
- C. To include inactive users as part of the payout calculation
- D. To exclude employees who have given their notice from the bonus payout calculation
Answer: D
NEW QUESTION 37
Your customer has two groups of employees eligible for a variable pay payout: Employees in the US use SAP SuccessFactors performance forms. Employees in Germany have their performance rating in an external system. Ratings for both groups of employees are provided based on the same rating scale. How should you handle this situation? Note: There are 2 correct answers to this question.
- A. Import the German ratings into the Overall Performance background element of the Employee Profile. The US ratings remain in the performance forms.
- B. Export the rating from the US performance forms then load ratings for all eligible employees into a lookup table.
- C. Create a specific performance form template for the German employees and have the customer load their ratings into it.
- D. Export the rating from the US performance forms then load ratings for all eligible employees into the Overall Performance background element of the Employee Profile.
Answer: A,D
NEW QUESTION 38
Where do you set the display order of the business goals?
- A. Design Worksheet
- B. Business goals file
- C. Bonus plan file
- D. Business goal weights file
Answer: D
NEW QUESTION 39
Which customer scenarios require the use of multiple variable pay programs? Note: There are 3 correct answers to this question.
- A. The customer is using different eligibility rules.
- B. The customer is using a different route map.
- C. The customer has some employees in Employee Central and others in an external system.
- D. The customer is using a different bonus calculation formula.
- E. The customer is using a different plan period date range.
Answer: B,D,E
NEW QUESTION 40
In which customer scenario do you need to create more than one bonus plan in the same program?
- A. The customer has multiple sets of business goals.
- B. The customer has multiple plan period date ranges.
- C. The customer is using multiple bonus calculation formulas.
- D. The customer has multiple route maps.
Answer: A
NEW QUESTION 41
When employee profile is selected as the rating source for the Variable Pay program, which information is required for the bonus calculation? Note: There are 2 correct answers to this question.
- A. Performance management template name
- B. EC field mapping
- C. Rating type
- D. Effective date
Answer: C,D
NEW QUESTION 42
Your client wants to award quarterly bonuses, where the quarters are aligned as follows: Q1: November 1-January 31. Q2: February 1-April 30. Q3: May 1-July 31. Q4: August 1-October 31. Bonuses are paid at the end of each quarter. Which of the following combinations of configuration options would work for this scenario?
- A. One variable pay template with the bonus start date November 1 and end date October 31; employee history is loaded with four records per employee (one per quarter) and bonus paid in full on October 31
- B. Four variable pay templates, with the bonus start and end dates aligned with "traditional" quarter dates and custom columns in the employee history to display the customer's dates
- C. One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%
- D. Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match
Answer: B,C
NEW QUESTION 43
A customer does NOT want the basis to be prorated. In the employee history data file, what dates must the customer enter?
- A. Dates should NOT be entered
- B. Dates equal to the program dates
- C. Dates earlier than program dates
- D. Dates later than program dates
Answer: B
NEW QUESTION 44
What feature allows employees to view their individual bonus results even if variable pay forms are still in progress?
- A. Variable Pay individual view
- B. Bonus assignment letter
- C. Compensation profile
- D. Bonus forecast
Answer: B
NEW QUESTION 45
Which bonus plan configuration is available only when using an import file?
- A. Team Section Weight
- B. Bonus Plan Name
- C. Individual Section Weight
- D. Bonus Cap Percentage
Answer: D
NEW QUESTION 46
In which file do you specify the relationship between bonus plan and business goals?
- A. Business goal template
- B. Bonus plan data file
- C. Weights and mappings data file
- D. Business goals data file
Answer: C
NEW QUESTION 47
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