[Q49-Q64] Pass C-THR87-2205 Exam in First Attempt Guaranteed 100% Cover Real Exam Questions [Apr-2023]

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Pass C-THR87-2205 Exam in First Attempt Guaranteed 100% Cover Real Exam Questions [Apr-2023]

Valid C-THR87-2205 test answers & SAP C-THR87-2205 exam pdf

C-THR87-2205 Exam Certification Details:

Cut Score:	60%
Level:	Associate
Duration:	180 mins
Sample Questions:	SAP C-THR87-2205 Exam Sample Question
Sub-solution:	SuccessFactors

SAP C-THR87-2205 Exam Description:

The “SAP Certified Application Associate – SAP SuccessFactors Variable Pay 1H/2022” certification exam verifies that the candidate possesses the basic knowledge in the area of the SAP SuccessFactors Variable Pay application. This certificate proves that the candidate has a basic and overall understanding within the consultant profile of the industry solution and can implement this knowledge practically in projects under the guidance of an experienced consultant. It is recommended as an entry-level qualification to allow the consultant to get acquainted with the fundamentals of SAP SuccessFactors Variable Pay.

NO.49 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.

NO.50 Your client has a performance process where employees can enter goals. The individual part of the employee’s bonus is based on the performance against these goals – but not all of them. When going through the goal setting process, the employee and their manager will discuss whether or not a goal is “bonus relevant” – that is, the employee’s attainment against that goal affects their bonus at the end of the year. What is the best way to set this up without administrative intervention?

Relevant goal performance is imported into each employee’s Assignment History.

Goals that are relevant to the employee’s bonus need to have a different type, set when creating the goal.

Goals that are relevant to the employee’s bonus need to be in a separate section in the performance form.

Goals that are relevant to the employee’s bonus need to be exported from Goal Management and imported into Business Goals.

NO.51 Which of the following tools can you use to reorder the fields in the Assignment Details section (as shown in the screenshot)?

Variable Pay XML template

Column Designer

Configure Label Names and Visibility

Succession data model

NO.52 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

NO.53 A customer’s variable pay program dates are January 1 to December 31, 2017. Given the screenshot below, what are the approximate Proration and Prorated Target Amount for this assignment?

75% and 6,000 respectively

25% and 2,000 respectively

75% and 2,000 respectively

25% and 6,000 respectively

NO.54 Where do you define the payout function type?

Business Goal Weights

Business Goals

Bonus Plan

Background Element

NO.55 Which of the following are standard criteria that can be used to create guidelines in variable pay? Note: There are 3 correct answers to this question.

Division

Rating

Job level

Country

Pay grade

NO.56 Manager form eligibility rules are written to exclude employees in specific business units. Based on this information, which setting must be enabled for the plan to include the correct employees?

Enable Guideline Optimization

Enable Suppress Statement

All employees are eligible

No employees are eligible

NO.57 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.

NO.58 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.

NO.59 A performance management (PM) form will be considered a match to an assignment when its period overlaps with the period of the assignment. Which combination of conditions qualifies as “overlap”?

PM form start date >= Assignment end date. Assignment start date <= PM form start date

PM form start date <= Assignment start date. Assignment start date >= PM form end date

PM form start date <= Assignment end date. Assignment start date <= PM form end date

PM form start date <= Assignment start date. PM form end date <= Assignment end date

NO.60 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.

NO.61 Which tools can employees use to see the final payout amount awarded to them? Note: There are 3 correct answers to this question.

Personal Compensation Statement Notification

Bonus Assignment Statement

Combined Rewards Statement

Variable Pay Rewards Statement

Variable Pay Individual View

NO.62 What does the Enable Guideline Optimization setting do? Note: There are 2 correct answers to this question.

It helps render the worksheet faster when there are more than 1,000 guideline formulas.

It changes the guidelines so they are updated on the form immediately.

It requires relaunching the form when guidelines are changed during mid-cycle.

It locks the guideline rule settings so they are un-editable after form launch.

NO.63 Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary * bonus target) * company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis * 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 * Business Performance and using Base * (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at 50%

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

NO.64 Your customer wants to use business goals in a Variable Pay program. Which actions are needed? Note: There are 3 correct answers to this question.

Reference the Plan ID in the business goal data file.

Reference the Plan ID in the Bonus Plan file.

Upload the Business Goal XML template in Provisioning.

Assign the Business Goal template to the Variable Pay program.

Update eligibility rules to include a bonus plan.

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C-THR87-2205 Exam Certification Details:

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