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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q33-Q38):
NEW QUESTION # 33
Your non-EC customer v/ants only users in Pay Grade 1 and 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.
- A. Start with all employees are ineligible Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades and makes them eligible for the Lump Sum field
- B. 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
- C. Start with all employees are eligible In the UDF set the LUMPSUM_ELIGIBLE field to FALSE for Grades 1 and 2. and TRUE for Grades 3 through 9
- D. Start with all employees are eligible Using the legacy eligibility rules engine create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
- E. Start with all employees are ineligible using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 and 2 ineligible for the Lump Sum field
Answer: A,C,D
NEW QUESTION # 34
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?
- A. 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."
- B. Use two templates with one having curSalary mapped to the pay component the other on the pay component group.
- C. Include the unitsPerYear standard column set it to 12.
- D. Use meritTarget set to the pay component value divided by 12.
Answer: B
NEW QUESTION # 35
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. Compensation Plan Activity Audit
- B. Publishing Compensation Results in Employee Central
- C. Exporting data from Executive Review
- D. Generating Compensation Statements
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.
NEW QUESTION # 36
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?
- A. 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.
- 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 fin Salary 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*Publish the finSalary value back to the pay component group in EC and have business rules split the sum into the components.
Answer: D
NEW QUESTION # 37
Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum.
How do you build the eligibility rule to make this happen?
- A. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
- B. Check the Hire Date field to see if the employee started at least 2 years ago.
- C. Check if the Event Reason is New Hire the effective date is 2 years ago.
- D. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
Answer: B
Explanation:
To configure eligibility based on tenure, you can use the Hire Date field in SAP SuccessFactors to determine how long an employee has been with the company.
* Option B: "Check the Hire Date field to see if the employee started at least 2 years ago."
* By configuring an eligibility rule that references the Hire Date, you can set criteria to check if the employee's start date is at least two years before the form's effective date. This ensures only employees with over two years of tenure are eligible for the Lump Sum.
NEW QUESTION # 38
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