What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note: There are 3 correct answers to this question.
Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase. What is the best way to accomplish this?
When generating compensation statements you notice that only the number is appearing for the rating, not the text. How can you correct this?
A customer is using the Standard Manager hierarchy would like the following approval process:
1.Planning Manager
2.Next Level Manager
3.Reward Team member who launched the forms How will you set this up in the Route Map?
Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?
Note: There are 2 correct answers to this question.
Which of the following API types does SAP recommend to use to achieve clean core integrations? Note: There are 2 correct answers to this question.
Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1, but on April 15 they are promoted to grade 2. On April 16 you run Update all worksheets with the checkbox "Update worksheet to reflect any employee's eligibility changes" selected.
What happens on the worksheet for this employee?
Your customer requires a field on the worksheet where planners can select from a list to categorize the reason for the employee receiving a lump sum. How can you achieve this?
How can you check for breaks in the Planning Manager Hierarchy? Note: There are 2 correct answers to this question.
In Admin Center, you load a pay matrix table as shown in the screenshot. You map Attribute 1 to Geo Zone, Attribute 2 to Legal Entity, Attribute 3 to
Pay Frequency.
On the compensation worksheet, an employee is in the UK LONDON Geo Zone, the ABC Legal Entity, Pay Frequency of BWK, Pay Grade GR-08. The employee's current range penetration is calculated as exactly 0%.
What is their current salary?
Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?
When should you configure a compensation template using the Second Manager hierarchy? Note: There are 2 correct answers to this question.
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?
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.
At the start of the calendar year, all employees are assigned a Performance form. At the end of the year, Salary forms are launched the performance ratings for most employees are displayed correctly, but all new hires are displayed as "N/A". Administrators realize that any employee that joined during the year is missing a Performance form, so they launch a PM form for each new hire.
All new hires are assigned a rating of "Good".
How will these ratings appear on the Salary worksheet?
Which of the following customer scenarios is a good use of the Suppress Statement function? Note: There are 2 correct answers to this question.
You are implementing compensation in an EC-integrated environment you are NOT using the promotion functionality.
To where can you publish data?
Note: There are 3 correct answers to this question.
While validating the current cycle's compensation statements, you want to prevent them from being visible on employee profile while still allowing access to past compensation statements.
How can you accomplish this?
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?
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.
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?
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?
Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?
Your client wants to restrict entry into the Lump Sum field to only members of the reward team. How can you achieve this?
Copyright © 2021-2025 CertsTopics. All Rights Reserved
