Prep and try our C-THR86-2205 valid and latest training questions & answers

Your customer uses SAP essfactors Employee Central and has the following setup:
Pay Component (id =
Pay Component "CARALLOWANCE")
Pay comp e Cid = "HOUSEALLOWANCE")
Payment Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation la s t to Yes for this group.
er performs TC (total cash) planning, that is, planners adjust the overall TC. Both the car and housing all ces are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances hange. Salary is whatever TC is left over after the new allowances are updated, w do you best implement this request while maximizing integration?

• A. 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.
• B. 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.
• C. Map TC to the standard Current Salary field.Use the Merit column for the TC update.Use the finSalary field and some custom columns to calculate the components and 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 and manually create import files to update EC.

Your client wants to provide an "override" field that allows multiple members of the reward team to p data corrections to planner entries, while preserving the manager's initial recommendation. How can this be achieved?

• A. Use a custom Money field controlled by field-based permissions and a permission group of n Individuals.
• B. Use a custom Money field controlled by field-based permissions granted to the HR ma e
• C. Use mass actions through the Executive Review.
• D. Update guidelines to change the Default column for the specific employees tt>ay$ to be altered.

Your customer has two pay components, IDs SALARY_US and SALARY_UK, that are used for employees base salary in their respective countries, They wan for all employees on a single worksheet using the employee's periodic salary, NOT the annual value. What is the best way to accomplish this?

• A. Create a pay com t group that includes both pay components and use that for the planning
• B. Create two t templates and use eligibility rules to ensure employees appear on the correct one
• C. Ensure the Used for Comp planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the w
• D. Create two custom columns and map each to the pay components. Use a third custom column to display whichever is non-zero

Your client wants the worksheet to calculate the "ideal" recommendation for planners and pre-populate that into all recommendations. Planners would then alter the syst commendations. The budget starts with all money being spent. If the planner wishes to increase one employee raise, they need to decrease another's in order to stay under budget. How can this be achieved? Note: There 2 correct answers to this question.

• A. Use a custom validation to display a warming to remind the planner to decrease another employee if they increase one employee. Budgets use the PercentOfCurSal mode
• B. Use guidelines to populate the default and budget with mode Guideline
• C. Use a custom column with a formula to display the "ideal" and guidelines with a default of 0. Budgets use the DirectAmount model
• D. Use guidelines to populate the default and with mode PercentOfCustomField, where the custom field uses a lookup table

What must you do before generating compensation statement?

• A. Grant all managers permissions to launch statements
• B. Recall compensations statements from the previous year
• C. Publish the final compensation data to the employee profile
• D. Send worksheets to the completed step to the route map