2023 Provide Updated SAP C-THR87-2211 Dumps as Practice Test and PDF [Q16-Q39]

Rate this post

2023 Provide Updated SAP C-THR87-2211 Dumps as Practice Test and PDF

C-THR87-2211 Dumps are Available for Instant Access

By passing the SAP C_THR87_2211 exam, individuals can prove their expertise in SAP SuccessFactors Variable Pay and enhance their career opportunities in this field. It can also help organizations to identify and hire skilled professionals who can provide effective solutions for managing variable pay programs and improve their business performance.

To pass the SAP C-THR87-2211 exam, candidates must demonstrate a strong understanding of the SAP SuccessFactors Variable Pay solution and its associated business processes. They must also be able to configure and implement the system in a way that meets the needs of their organization. The exam covers a wide range of topics, including variable pay plans, budgeting, and forecasting. Candidates must be familiar with key terminology and concepts related to variable pay, as well as be able to troubleshoot issues that may arise during implementation.

QUESTION 16
Which bonus plan configuration is available only when using an import file?

Bonus Plan Name

Team Section Weight

Bonus Cap Percentage

Individual Section Weight

QUESTION 17
Your customer wants to load the final results of business goals to be used in payout calculation. What column from the business goal import file must be used to load the results of each business goal?

directPayout

payoutPercentTarget

payoutFunctionType

notes

QUESTION 18
Which of the following can be achieved using variable pay gates? Notes: There are 2 correct answers to this question.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The Individual section is capped to 100% unless the combined payout of the business goals exceeds 75%.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The entire business goal section will pay out at 50% unless Customer Satisfaction is above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal will payout at 0% unless the Individual performance rating is “Good” or better.

QUESTION 19
What is the relationship between goal weights and bonus plans?

All bonus plans must have equally weighted business goals.

Business goal weights must be created first, before bonus plans are created.

Goals are uniquely weighted based on the bonus plan they are assigned to.

Goal weights are required to equal 100% for each bonus plan.

QUESTION 20
How would you assign the same business goal to all employees in a non-EC integrated plan?

Use the correct performance management form template.

Use the user ID of each employee in the business goals file.

Use the Manage Employee grouping.

Use a common field value for all employees in the employee history file.

QUESTION 21
In which customer scenarios are multiple bonus plans required in a single program? Note: There are 2 correct answers to this question.

The bonuses of different groups of employees are affected by different business goals.

There is a single business goal applied to Manufacturing and Engineering, but HR is excluded from the bonus process.

There are only two business goals, but the weighting of the goals varies by employee grade.

In some countries, the bonus is multiplicative, while in others it is additive.

QUESTION 22
Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary X bonus target) X company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis X
50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.

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

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

QUESTION 23
Which of the following are payout function types supported in Business Goals? Note: There are 3 correct answers to this question.

Step scale

Multiplicative

Interpolation

Additive

Direct payout

QUESTION 24
Your customer wants to display historical bonus payments with the current worksheet. How can they show this information? Note: There are 2 correct answers to this question.

Define compensation period data in the compensation profile.

Configure custom views in plan setup.

Build an integration with the previous variable pay goal template.

Create eligibility rules to pull historical data from previous plans.

QUESTION 25
Your client wants to change the label on a field in the Assignment Details level of their worksheet.
Where could you make the change? Note: There are 2 correct answers to this question.

Column Designer, Entry Level fields

Column Designer, Assignment Level fields

Custom Views

Employee History background element

QUESTION 26
Your customer is using a hybrid variable pay template because Employee Central (EC) has NOT been implemented within the entire company. How will you make sure that eligibility rules apply to both (EC and non-EC) target populations? Note: There are 3 correct answers to this question.

Use Bonus Plan Eligibility.

Include inactive employees.

Use Manager Form Eligibility.

Enable global eligibility rule.

Configure multiple rules by EC entity for the program.

QUESTION 27
Why might you use the check tool? Note: There are 2 correct answers to this question.

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

QUESTION 28
Refer to the screenshot below. When implementing an Employee Central-integrated Variable Pay template, to which of the following does the highlighted Effective Date refer?

The date published transactions are effective in Employee Central

The date the system uses to pull data from Employee Central

The date the program ends

The date the program begins

QUESTION 29
Which of the following scenarios are good uses of a global eligibility rule in an Employee Central integrated template? Note: There are 2 correct answers to this question.

Only employees who have had less than 20 days of unpaid leave during the bonus period are eligible for a bonus.

Only employees in bonus plans “Executive”, “Manager” or “Employee” are eligible to receive a bonus.

Only employees who are active employees on January 1, 2020 are eligible to receive a bonus.

Only Permanent full-time employees are eligible to receive a bonus.

QUESTION 30
Which Variable Pay report shows employees that have less than the full plan year of eligibility?

Employee History Overlaps report

Employee History Gaps report

Employee History report

Bonus Payout Details report

QUESTION 31
Where do you set the display order of the business goals?

Bonus plan file

Business goals file

Business goal weights file

Design Worksheet

QUESTION 32
If the Starting Point for Manager Form Eligibility is set to “No employees are eligible”, what actions can you take to include employees in the bonus plan? Note: There are 2 correct answers to this question.

Use an MDF rule instead of importing eligibility rules.

Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.

Create a rule in Manager Form Eligibility to include employees.

Add employees to the history data file.

QUESTION 33
You are implementing an Employee Central-integrated Variable Pay template. The employee has 3 assignment records pulled from Employee Central, each with start and end dates within the bonus period, resulting in NO gaps or overlaps. What is the impact of the 3 assignment records on the payout?

The last record is considered when the employee’s bonus payout is calculated and the bonus is increased by 3X the target.

Each record is considered when the employee’s bonus payout is calculated and the bonus is prorated based on the dates of each record.

The first record is considered when the employee’s bonus payout is calculated and the bonus is increased by 3X the target.

Each record is considered when the employee’s bonus payout is calculated and the bonus is increased by 3X the target.

QUESTION 34
Which field-name attributes of a variable pay background element are reserved for a specific purpose?
Note: There are 2 correct answers to this question.

dfid1

ifid1

vfid5

ffid1

QUESTION 35
What report requires that worksheets have been launched before it will show results?

Business goal performance

Bonus payout

Employee history gaps

Employee history overlaps

QUESTION 36
Your client wants to award quarterly bonuses, where the quarters are aligned as follows: Q1: November
1-January 31. Q2: February 1-April 30. Q3: May 1-July 31. Q4: August 1-October 31. Bonuses are paid at the end of each quarter. Which of the following combinations of configuration options would work for this scenario?

One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%

One variable pay template with the bonus start date November 1 and end date October 31; employee history is loaded with four records per employee (one per quarter) and bonus paid in full on October 31

Four variable pay templates, with the bonus start and end dates aligned with the customer’s dates and employee history to match

Four variable pay templates, with the bonus start and end dates aligned with “traditional” quarter dates and custom columns in the employee history to display the customer’s dates

QUESTION 37
What feature allows employees to view their individual bonus results even if variable pay forms are still in progress?

Bonus forecast

Compensation profile

Bonus assignment letter

Variable Pay individual view

QUESTION 38
When employee profile is selected as the rating source for the Variable Pay program, which information is required for the bonus calculation? Note: There are 2 correct answers to this question.

Performance management template name

EC field mapping

Effective date

Rating type

QUESTION 39
Due to some company reorganizations and rapid career advancement, an employee at your client has the following data in Employee Central: On the Variable Pay template, there is a custom string column that is mapped to the Job Title field on the Job Information portlet in Employee Central. The Effective Date of the template is June 1, 2020. The Bonus Period is from January 1, 2020 to December
31, 2020. What is displayed in the Job Title field when the forms are launched?

Marketing Assistant

Marketing Manager

Sales Advisor

Sales Associate

Loading …

The exam covers a wide range of topics related to SAP SuccessFactors Variable Pay, including the basics of variable pay programs, the role of variable pay in an organization’s compensation strategy, and the implementation and management of variable pay programs. Candidates will also be tested on their knowledge of key SAP SuccessFactors modules, such as Employee Central and Performance & Goals, and how they interact with variable pay programs.

Updated C-THR87-2211 Dumps Questions For SAP Exam: https://www.test4cram.com/C-THR87-2211_real-exam-dumps.html

Leave a Reply Cancel reply