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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q63-Q68):

NEW QUESTION # 63
You configure the following salary rule in the compensation plan template:
How does the system behave?

A. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
* The planner can save the merit recommendation by selecting Cancel in the pop-up message.
B. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
* The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.
C. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
* The planner can save the merit recommendation.
D. The rule prevents the planner from saving the merit increase.
* The planner must go back change their merit recommendation.

Answer: A

NEW QUESTION # 64
Your customer uses SAP SuccessFactors Employee Central has the following setup:
* Pay Component (id = "SALARY")
* Pay Component (id = "CARALLOWANCE")
* Pay Component (id = "HOUSEALLOWANCE")
* Pay Component Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation flag is set to Yes for this group.
The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.
How do you best implement this request while maximizing integration?

A. Map SALARY to the standard Current Salary field TC to meritTarget.
* Use merit to update the TC use custom fields to allow planners to update the allowances.
* Publish each component back separately.
B. Map TC to the standard Current Salary field.
* Use the Merit column for the TC update.
* Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
C. Map TC to the standard Current Salary field.
* Use the Merit column for the TC update.
* Use the finSalary field some custom columns to calculate the components publish those back to EC.
D. Map TC to the standard Current Salary field.
* Use the Merit column for the TC update.
* Extract the new TC with a report manually create import files to update EC.

Answer: B

NEW QUESTION # 65
Which of the following tasks require that worksheets are moved to Complete before they can be performed?
Note: There are 2 correct answers to this question.

A. Exporting data from Executive Review
B. Generating Compensation Statements
C. Compensation Plan Activity Audit
D. Publishing Compensation Results in Employee Central

Answer: B,D

Explanation:
In SAP SuccessFactors Compensation, certain actions require that worksheets are marked as "Complete" to finalize and lock in all data. This requirement ensures data integrity and consistency across various processes in the compensation cycle.
* Option A: "Generating Compensation Statements"
* Before generating compensation statements, it is necessary to complete the worksheets. Once a worksheet is marked as "Complete," it locks the data, allowing for consistent and finalized data to be used in the compensation statements.
: SAP SuccessFactors Compensation Guide > Worksheet Management > Requirements for Generating Statements.
Option B: "Publishing Compensation Results in Employee Central"
Publishing compensation data to Employee Central also requires worksheets to be in the "Complete" status.
This ensures that only verified and approved data is transferred to Employee Central, preventing any discrepancies.
Reference: SAP SuccessFactors Compensation and Employee Central Integration Guide > Publishing Compensation Data > Requirements for Publishing to Employee Central.
Explanation for Incorrect Options:
Option C (Exporting data from Executive Review) does not require worksheets to be marked as complete.
Option D (Compensation Plan Activity Audit) is a monitoring tool that does not require worksheet completion to track activities.

NEW QUESTION # 66
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?

A. Executive Review Edit Permissions
B. Compensation Management Permissions
C. Report Permissions
D. Executive Review Export Permissions

Answer: A

Explanation:
In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:
* Executive Review Edit Permissions (Option C):
* It is not recommended to grant all HRBPs "Executive Review Edit Permissions" as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.
Other Permissions:
* Executive Review Export Permissions (Option A) and Report Permissions (Option B) are commonly provided to HRBPs for data analysis.
* Compensation Management Permissions (Option D) is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.
:
SAP SuccessFactors Role-Based Permissions Guide and Compensation Administration documentation, under sections detailing "Executive Review Permissions" and recommended access settings for HRBPs.

NEW QUESTION # 67
Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.

A. The user needs the Ad Hoc Reports for the Compensation Planning domain permission.
B. The user needs the Executive Review - Edit permission.
C. The user needs the Executive Review - Import permission.
D. The user needs the Executive Review - Export permission.
E. The user needs the Executive Review - Mass Action permission.

Answer: B,C,D

Explanation:
To use the Executive Review Offline Edit feature in SAP SuccessFactors Compensation, certain permissions are required for downloading data, making bulk changes offline, and re-uploading those changes.
* Executive Review - Export Permission
* Option A: This permission allows users to export the compensation data from the Executive Review page to a downloadable format (such as Excel). This is essential for performing offline edits.
* Executive Review - Import Permission
* Option B: This permission enables users to import or re-upload the edited data back into the system after making bulk changes offline. It's critical to ensure these changes are successfully integrated into the worksheet.
* Executive Review - Edit Permission
* Option D: This permission allows users to edit entries within the Executive Review interface. It is necessary for making adjustments to compensation data.
* Why Other Options Are Incorrect
* Option C (Executive Review - Mass Action permission) is unrelated to offline editing; it pertains to actions like applying mass updates within the online Executive Review.
* Option E (Ad Hoc Reports for the Compensation Planning domain) is for reporting rather than permissions directly related to offline editing capabilities.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Executive Review Permissions and Offline Edit Requirement

NEW QUESTION # 68
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