[2025年09月03日]C-THR86-2405究極な学習ガイド [Q16-Q39]

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[2025年09月03日]C-THR86-2405究極な学習ガイド

究極なガイドで準備C-THR86-2405認定試験SAP Certified Associateは2025年更新

SAP C-THR86-2405 認定試験の出題範囲：

トピック	出題範囲
トピック 1	インポートテーブルの設定: インポートテーブルの構成と変更に関する専門知識がテストされます。データのインポートを効率的に管理し、報酬データがシステムに正確に統合されることを確認する能力を示す必要があります。
トピック 2	レポートとワークフロー: レポートとワークフローの作成、有効化、エクスポートの能力が評価されます。試験のこのセクションでは、効率的な報酬管理に不可欠な重要なデータ洞察を生成し、プロセスを自動化する SAP パートナーコンサルタントの能力に重点が置かれます。
トピック 3	クリーンコアの管理: この試験セクションでは、クリーンコアの原則に関する知識を測定します。認定 SAP パートナーコンサルタントになるには、これらの原則を適用してビジネスプロセスの俊敏性を最大限に高め、適応の労力を削減し、ERP 環境内でのイノベーションを加速する方法を実証する必要があります。
トピック 4	プラン設定: プラン設定の管理は、SAP C_THR86_2405 試験の重要な側面です。SAP パートナーコンサルタントは、プラン設定を構成および調整して組織の目標に合わせ、報酬プランが円滑かつ効果的に機能するようにする能力を実証する必要があります。
トピック 5	実装テスト: 実装テストを実施する能力が評価されます。試験のこの部分では、すべての構成と設定が正しく実装されていることを確認し、補正モジュールのスムーズな展開を確実にするスキルに重点が置かれます。

16、Which of the following customer scenarios is a good use of the Suppress Statement function? Note: There are
2 correct answers to this question.

Employees who have an RSU grant get a statement, but those without an RSU grant do NOT get a statement.

Employees who were hired after a certain date do NOT get a statement.

Employees in one country get a statement at a different time from those in other countries.

Employees who are on a performance improvement plan get a different statement from those who are not.

17、Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?

Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 10 for all guideline formulas.

Create a guideline rule with the High/Low Action option set to Allow in Admin Center.
*Define each guideline formula with a default value of 10.

Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 0.10 for all guideline formulas.

Set the guideline pattern to be low-high.
*Set the high value for all guidelines to be 10.

18、Your non-EC customer wants only users in Pay Grade 1 2 to be ineligible for Lump Sum; Pay Grades 3 through 9 are eligible.
What can you do to fulfill this requirement?
Note: There are 3 correct answers to this question.

Start with all employees are eligible. In the UDF, set the LUMPSUM ELIGIBLE field to FALSE for Grades 1 2, TRUE for Grades 3 through 9.

Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades makes them eligible for the Lump Sum field.

Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.

Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.

Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field.

19、Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors. How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question.

Run the Rollup report.

Export from the employee history file.

Export from Executive Review.

Run an Ad Hoc report.

20、Your EC-integrated client has employees in several countries. While all the countries are planned on the same worksheet at the same time, there are slight differences in the Effective Dates of the new salaries when they are published back to EC.
How can this requirement be met through configuration?

Create a lookup table that contains the different dates that uses country as an input.
*Create a custom date column that reads from the lookup table based on employee country.
*Map the column ID of the custom date column to the “start-date” of the pay component in the XML.

Create a lookup table that contains the different dates that uses country as an input.
*Map the lookup table name to the “start-date” of the pay component in the XML.

On the Employee Central Settings screen in Compensation Home, set the Effective Date to be that of the largest country.
*Use the Publish Selected Employees in Employee Central to publish the data for this country.
*Manually modify the effective date to be that of the next country publish the data for them. Repeat for all countries.

Enter the effective date for the largest country in the Employee Central Settings screen.
*Publish the results of the planning for all countries.
*Manually modify the effective dates of the resulting EC data for the smaller countries.

21、What action is required to enable Employee Central integration for a template?

Provide an effective date

Update pay guide format

Reload guidelines

Enable field-based permissions

22、As part of the approval process your client wants to make sure that the planners have a full view of how their direct and indirect reports have adhered to their allocated budgets before their worksheets can be approved.How can you best show this information?

Enable the Executive Review – Read permission for all planners

Create a Tile for inclusion on the planners Dashboards

Include the Detailed (Rollup! Report option in the worksheet configuration

Create an Ad Hoc report and share it with all planners

23、How many custom columns may be used as Formula Criteria for Guidelines?

There is no limit on custom columns

24、A customer would like percentage fields to only show decimal places if they are available. For example 40
00% should display as 40%,but if the percentage calculation is 40.54%. they want to display the decimal places.What number format should you use?

defAmountFormat # ##0

defPercentFormat #

defPercentFormat #00

defPercentFormat #

25、In provisioning for your customer’s instance you select the ‘Assign default required field values for new users if none specified’ option You want to import a compensation-specific user data file (UDF). Which columns are required.Note. There are 2 correct answers to this question.

STATUS

USERNAME

USERID

MANAGER

26、Your EC-integrated client wishes to plan on monthly salaries for employees in the UK, but on annual salaries for employee in the US. All employees have their salaries stored in EC with a single pay component with a frequency of “monthly” because of payroll integration constraints.
Which of the following options is a solution for this requirement?

Include the unitsPerYear standard column set it to 12.

Use two different pay components for salary with the US one having the “Use for Comp Planning” set to “None” the UK one set to “Comp.”

Use two templates with one having curSalary mapped to the pay component the other on the pay component group.

Use meritTarget set to the pay component value divided by 12.

27、Your customer has the requirement where both sales and non-sales employees are included on a single compensation template. However, only sales employees are eligible for a lump sum award How can you configure a single standard compensation statement template to ensure that just sales employees have a Lump Sum item displayed on their letter?

You can hide the Lump Sum column on the compensation worksheet using Field-Based Permissions If the column is hidden on the worksheet, it won t appear on the statement

You can include the Lump Sum item in the statement template and set a condition on its display so that it will only be shown if it is greater than 0

You can include the Lump Sum item in the statement template and put a disclaimer in the signature section alerting non-sales employees that that item pertains only to sales employees

28、Your customer has the requirement that employees with low performance ratings have a different text in their statement than those with high performance ratings How can you accomplish this?

Use conditional text sections in the statement editor

Use two compensation worksheet templates

Create multiple statement templates and use groups

Use the suppress statement function

29、Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee’s country status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.
What is the correct syntax to calculate the adjustment budget?

toNumber(lookup(“2018_BudgetPool”, custom Country,customStatus,1))”‘curSalary

toNumber(lookup(“2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary

toNumber(lookup(“2018_BudgetPool”, custom Country.customStatus,2))”‘curSalary

toNumber(lookup(“2018_BudgetPool”, custom Country,customStatus,adjustment))”curSalary

30、Your customer is based in the UK and has a functional currency of GBP. However, they also have offices in the US (USD). France (EUR), and Germany (EUR) They would like the budget displayed in local currency for alt planners for example. German planners see the budget in EUR. not GBP.How can you best accomplish this?Note There are 2 correct answers to this question

Use budget grouping and group on the local currency code

Disable Functional Currency mode

Enable Planner Currency mode

Have four separate templates, one for each country

31、Your customer has the following requirements for their compensation plan:
1.Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?

In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Allow

In Display Settings use min-max
*Hard Limit: Yes
*High/Low Action: Allow

In Display Settings use min-max
*Hard Limit: No
*High/Low Action: Warn

In Display Settings use low-high
*Hard Limit: Yes
*High/Low Action: Allow

32、What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.

Split to Lump Sum when exceeding salary range.

Force comment when recommendation is outside guidelines.

Disallow save when budget is exceeded.

Update guideline hard limit.

33、Your EC-intagrated client has employees in several countries While all the countries are planned on the same worksheet at the same time there are slight differences in the Effective Dates of the new salaries when they are published back to EC.How can this requirement be met through configuration?

On the Employee Central Settings screen in Compensation Home set the Effective Date to be that of the largest country.*Use the Publish Selected Employees in Employee Central to publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries

Create a lookup table that contains the different dates that uses country as an input*Map the lookup table name to the start-date’ of the pay component in the XML

Enter the effective date for the largest country in the Employee Central Settings screen*Publish the results of the planning for all countries*Manually modify the effective dates of the resulting EC data for the smaller countries

Create a lookup table that contains the different dates that uses country as an input.*Create a custom date column that reads from the lookup table based on employee country*Map the column ID of the custom date column to the ‘start-date’ of the pay component in the XML

34、Your customer uses SAP SuccessFactors Employee Central and 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 and 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?

Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Use the fin Salary field and some custom columns to calculate the components and publish those back to EC

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 and have business rules split the sum into the components.

Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Extract the new TC with a report and manually create import files to update EC.

Map SALARY to the standard Current Salary field and TC to meritTarget*Use merit to update the TC and use custom fields to allow planners to update the allowances.*Publish each component back separately.

35、Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.

An error message when planners enter a promotion without changing pay grade

A warning message when the budget is exceeded

An error message when adjustments are entered in two different fields

An error message when the maximum guideline is exceeded

36、Which report can aggregate compensation details from multiple plans?Note There are 2 correct answers to this question

Executive Review

Online Report Designer

Ad Hoc report

Aggregate export

37、Your customer is going through a divestiture and would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors.How can you capture the compensation data from your compensation plans?Note. There are 2 correct answers to this question.

Run the Rollup report

Export from the employee history file

Export from Executive Review

Run an Ad Hoc report

38、Your customer would like the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review. However, they want to make sure that this is only possible during the last week of the planning cycle.
How can you achieve this?

Create a custom editable Money field. In the formula to calculate the final salary, use the dateDiff() function to determine if the custom column can override the calculated value.

Create a custom read-only Money field change read-only to No on the correct date.

Create a custom editable Money field use custom validation to check that values are NOT entered until the correct date.

Create a custom editable Money field with field-based permissions set to read-only. Change the permissions to editable on the correct date.

39、Which of the following are features of the clean core dashboard? Note: There are 2 correct answers to this question.

It can be used in all SAP S/4HANA Cloud editions.

Customers can grant access to the dashboard to partners.

Customers can use the dashboard in the dev, test, production tenants.

It can be accessed by using SAP For Me.

SAP Certified Associate基礎問題C-THR86-2405試験練習問題集：https://www.goshiken.com/SAP/C-THR86-2405-mondaishu.html

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[2025年09月03日]C-THR86-2405究極な学習ガイド [Q16-Q39]

SAP C-THR86-2405 認定試験の出題範囲：

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関連認証

C-THR86-2405 練習テスト

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[2025年09月03日]C-THR86-2405究極な学習ガイド [Q16-Q39]

SAP C-THR86-2405 認定試験の出題範囲：

コメントを残す コメントをキャンセル

関連認証

C-THR86-2405 練習テスト

最近の投稿

アーカイブ

カテゴリー

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