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C_THR87_2411
SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Questions and Answers

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Questions # 1:

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

Options:

Use bonus plan caps.

Use guidelines where the maximum is set to 200%.

Use a bonus plan multiplier of 200%.

Use gates on business goals.

Answer

Questions # 2:

What is the effect of proration rounding?

Options:

Rounds proration to a monthly value

Changes start and/or end date used in BonusCalculation

Forces proration to have X decimal places, where X is configurable

Allows for the use of "point in time" salary calculations

Answer

Questions # 3:

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"?

Options:

PM form start date >= Assignment end date. Assignment start date <= PM form start date

PM form start date <= Assignment start date. Assignment start date >= PM form end date

PM form start date <= Assignment end date. Assignment start date <= PM form end date

PM form start date <= Assignment start date. PM form end date <= Assignment end date

Answer

Questions # 4:

Which of the following fields are connected to reserved fields in the Variable Pay Background Element? Note: There are 3 correct answers to this question.

Options:

Variable Pay Program Name

Basis

Local Currency Code

Salary

Target Percentage

Answer

A, B, C

Questions # 5:

Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary × bonus target) × company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis × 50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.

Options:

Two variable pay programs: one using Base × Business Performance and using Base × (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at 50%

One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.

One variable pay program using Base × Business Performance × Individual Performance. Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual.

One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual

Answer

A, B

Questions # 6:

What attribute must you change when creating a new Business Goal XML template to ensure that the correct business goals are referenced?

Options:

Plan name

Plan ID

Plan number format

Plan type

Answer

A, B, D

Questions # 7:

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?

Options:

Enable Guideline Optimization

Enable Suppress Statement

All employees are eligible

No employees are eligible

Answer

Questions # 8:

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

Options:

To determine if goal weights are equal to 100%

To determine if employees are assigned to an appropriate bonus plan

To determine if custom fields are reloadable

To determine inactive planners in the hierarchy

Answer

C, D

Questions # 9:

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.

Options:

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%

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%

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

A, B

Questions # 10:

Which Variable Pay report shows employees that have less than the full plan year of eligibility?