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SAP C-THR87-2411 Exam Syllabus Topics:

Topic
Details

Topic 1

Calculation of Variable Pay: This section assesses the expertise of a Calculation Specialist in defining the methods used to compute variable pay amounts. It includes configuring formulas, thresholds, caps, and performance measures that influence payout calculations, ensuring accuracy and fairness.

Topic 2

Plan Eligibility and Rules: This domain focuses on an Eligibility Analyst and covers determining which employees or groups qualify for specific variable pay plans. It details the configuration of eligibility criteria, such as job role, department, or performance metrics, to ensure appropriate targeting and compliance.

Topic 3

Variable Pay Fundamentals and Strategy: This section targets an HR Compensation Specialist and covers the business concepts behind variable pay programs, including different types of variable pay (incentives, bonuses) and their strategic role in employee motivation and performance management. It includes understanding compensation structures and aligning them with organizational goals.

Topic 4

Compliance and Security: This final section focuses on a Compliance Officer and covers ensuring that variable pay configurations adhere to legal, regulatory, and organizational policies. It includes managing data security, audit trails, and permission roles to protect sensitive compensation information.

Topic 5

Integration and Workflow Management: This part targets an Integration Coordinator and covers the integration of variable pay processes with other SAP SuccessFactors modules like Employee Central and Performance & Goals. It also includes managing workflows related to approvals, notifications, and data synchronization.

Topic 6

Reporting and Analytics: This domain measures the skills of a Reporting Analyst and involves configuring reporting tools and analytics to monitor variable pay results, assess plan effectiveness, and provide insights to stakeholders for decision-making.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q41-Q46):

NEW QUESTION # 41
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?

A. Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match
B. 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
C. One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%
D. 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

Answer: A

NEW QUESTION # 42
Your customer launched the worksheets and found some employees are NOT appearing.
Which reports would you run to troubleshoot the issue?
Note: There are 3 correct answers to this question.

A. Export Users Without Managers
B. Aggregate report
C. Employee History report
D. Variable Pay Audit report
E. Export Ineligible Users

Answer: A,C,D

NEW QUESTION # 43
A public sector company would like to pay one business goal according to the following guidelines: If the company makes profits, employees get 100% of their target payout. If the company loses
$50,000, employees get 50% of their target payout. If the company loses $100,000 or more, nobody receives a payout. Finance provides administrators with the final amount on February 1 every year. How should your customer create this interpolated business goal?

A. Use the Direct Payout function type and load 100,000 as achievement.
B. Load metrics as: performanceMin= 0, performanceTarget= 50, performanceMax= 100
C. Use the Direct Payout function type and load 40,000 as achievement.
D. Load metrics as: performanceMin=-100,000, performanceTarget=-50,000, performanceMax=0

Answer: B

NEW QUESTION # 44
How do you ensure that a planner enters an amount within a specific range?

A. Configure minimum/maximum guidelines in the plan setup.
B. Set min-max to display as guideline pattern.
C. Create gates using performanceMin and performanceMax.
D. Enter values in the minimum/maximum columns on the business goals file.

Answer: A

NEW QUESTION # 45
A client has the following requirements: Executives have 3 business goals and NO individual performance metrics. Divisional VPs have 6 business goals and NO individual performance metrics. Directors have 6 business goals and individual performance weighted at 40%. Managers have 3 business goals and an individual performance multiplier. What is the minimum number of templates that can be configured to satisfy these requirements without the use of custom columns?

A. 0
B. 1
C. 2
D. 3

Answer: B

NEW QUESTION # 46
......

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