Last C-THR87-2405 practice test reviews Practice Test SAP dumps [Q10-Q27]

Last C-THR87-2405 practice test reviews: Practice Test SAP dumps

Try C-THR87-2405 Free Now! Real Exam Question Answers Updated [Oct 10, 2024]

SAP C-THR87-2405 Exam Syllabus Topics:

Topic	Details
Topic 1	Bonus Calculation Methods: The Compensation Analyst or Specialist will be assessed on their knowledge of various bonus calculation methods, particularly assignment-based rating, and the differentiation between additive and multiplicative formulas. They will also be evaluated on their ability to calculate final payout.
Topic 2	Bonus Plans: The Compensation Analyst or Specialist will be tested on their knowledge of establishing bonus plans and their associated processes.
Topic 3	Variable Pay Program Settings: In this exam section, the Compensation Analyst or Specialist will be tested on the skills regarding configuring variable pay program settings, including hierarchy methods, goal gates, accelerators, flexible payout curves, proration, and decentralized administration.
Topic 4	Variable Pay Form: This section examines the Compensation Analyst or Specialist's skills in designing and configuring variable pay forms, including customizing appearance, data input, and calculations.
Topic 5	Managing Clean Core: The Compensation Analyst or Specialist will be assessed on their understanding of streamlining variable pay processes through the application of clean core principles to improve efficiency and innovation within the ERP system.
Topic 6	Business Goals and Goal Weights: This section targets Compensation Analysts or Specialists and tests their understanding of defining and weighting business goals, configuring goal plan templates, and creating corresponding files.
Topic 7	Reports and Reward Statements: The Compensation Analyst or Specialist will be evaluated on their capability to produce and analyze various reports related to bonus payouts, details, validation, and audits, as well as generating employee reward statements.
Topic 8	Integration Scenarios: This section assesses the Compensation Analyst or Specialist's ability to connect Variable Pay with Employee Central, focusing on the setup and execution of integration projects.
Topic 9	Eligibility: This section evaluates the Compensation Analyst or Specialist's ability to determine employee eligibility for variable pay programs, considering factors like employment status and historical data.

 

NEW QUESTION # 10
Your customer wants to display historical bonus payments with the current worksheet. How can they show this information? Note: There are 2 correct answers to this question.

• A. Define compensation period data in the compensation profile.
• B. Create eligibility rules to pull historical data from previous plans.
• C. Configure custom views in plan setup.
• D. Build an integration with the previous variable pay goal template.

Answer: A,C

NEW QUESTION # 11
Manager form eligibility rules are written to exclude employees in specific business units. Based on this information, which setting must be enabled for the plan to include the correct employees?

• A. All employees are eligible
• B. No employees are eligible
• C. Enable Suppress Statement
• D. Enable Guideline Optimization

Answer: A

NEW QUESTION # 12
What is included in the Bonus Payout Details report? Note: There are 3 correct answers to this question.

• A. Bonus calculation for each employee
• B. Eligibility criteria for each employee
• C. Total pay items for each employee
• D. Payout guidelines for each employee
• E. Multiple rows of payout for each employee

Answer: A,B,E

NEW QUESTION # 13
Which field types can be added to the variable pay background section? Note: There are 3 correct answers to this question.

• A. Boolean fields
• B. Float fields
• C. Percentage fields
• D. Integer fields
• E. Text fields

Answer: B,D,E

NEW QUESTION # 14
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. ffid1
• C. vfid5
• D. dfid1

Answer: B,C

NEW QUESTION # 15
Why might you use the check tool? Note: There are 2 correct answers to this question.

• A. To determine if goal weights are equal to 100%
• B. To determine if custom fields are reloadable
• C. To determine if employees are assigned to an appropriate bonus plan
• D. To determine inactive planners in the hierarchy

Answer: B,D

NEW QUESTION # 16
Your customer wants to ensure that no employee's bonus exceeds 200% of their bonus target. How can this be achieved?

• A. Use gates on business goals.
• B. Use guidelines where the maximum is set to 200%.
• C. Use bonus plan caps.
• D. Use a bonus plan multiplier of 200%.

Answer: C

NEW QUESTION # 17
How would you assign the same business goal to all employees in a non-EC integrated plan?

• A. Use the Manage Employee grouping.
• B. Use the user ID of each employee in the business goals file.
• C. Use a common field value for all employees in the employee history file.
• D. Use the correct performance management form template.

Answer: C

NEW QUESTION # 18
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 bonus payout calculation
• 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 Variable Pay form

Answer: A

NEW QUESTION # 19
A customer has implemented Employee Central for most of their employees, but some employees remain on SAP ERP. What plan setting allows for the use of a single template for all employees?

• A. Hybrid template
• B. Use MDF rule instead of imported eligibility rule
• C. Enable Suppress Statement
• D. Enable Guideline Optimization

Answer: A

NEW QUESTION # 20
What does the Enable Guideline Optimization setting do? Note: There are 2 correct answers to this question.

• A. It helps render the worksheet faster when there are more than 1,000 guideline formulas.
• B. It locks the guideline rule settings so they are un-editable after form launch.
• C. It changes the guidelines so they are updated on the form immediately.
• D. It requires relaunching the form when guidelines are changed during mid-cycle.

Answer: A,C

NEW QUESTION # 21
Where do you set the display order of the business goals?

• A. Bonus plan file
• B. Business goal weights file
• C. Business goals file
• D. Design Worksheet

Answer: B

NEW QUESTION # 22
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: C

NEW QUESTION # 23
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 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%
• C. 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%
• 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 # 24
An employee was part of the Consumer business unit from January 1-July 31 and transferred to the Corporate Support business unit beginning August 1. Based on the screenshot, what can you determine about this employee's eligibility?

• A. This employee is eligible for the BU plan for a portion of the plan year, from January 1-July 31.
• B. This employee is eligible for the BU plan for a portion of the plan year, from August 1-December 31.
• C. This employee is eligible for the Corp plan for the entire plan year, from January 1-December 31.
• D. This employees is eligible for the Corp plan from January 1-July 31 and the BU plan from August 1-December 31.

Answer: D

NEW QUESTION # 25
How is goal payout determined when using the direct payout function type?

• A. The lower amount between the direct payout percentage and the estimated target payout calculation will be used.
• B. The higher amount between the direct payout percentage and the performance maximum payout percentage will be used.
• C. Direct payout percentage will override normal performance payout calculation.
• D. The lower amount between the direct payout percentage and the performance minimum payout percentage will be used.

Answer: C

NEW QUESTION # 26
What task can you complete in Configure Label Names and Visibility?

• A. Deactivate form sections.
• B. Relabel employee history fields.
• C. Create custom fields.
• D. Change field groups.

Answer: A

NEW QUESTION # 27
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