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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q13-Q18):

NEW QUESTION # 13
In Admin Center, you load a pay matrix table as shown in the screenshot. You map Attribute 1 to Geo Zone, Attribute 2 to Legal Entity, Attribute 3 to Pay Frequency.
On the compensation worksheet, an employee is in the UK LONDON Geo Zone, the ABC Legal Entity, Pay Frequency of BWK, Pay Grade GR-08. The employee's current range penetration is calculated as exactly 0%.
What is their current salary?

A. 3458.0
B. 2852.0
C. 3140.0
D. 3147.0

Answer: B

NEW QUESTION # 14
In an EC-integrated compensation worksheet, what are some of the reasons you might include a lookup table in your configuration? Note: There are 3 correct answers to this question.

A. Holding previous year's salary by Employee ID
B. Converting money values from functional to local currency
C. Determining appropriate car allowance by grade
D. Converting a code into its text equivalent for display
E. Providing budget percentage by country

Answer: A,C,E

NEW QUESTION # 15
In provisioning for your customer's instance, you select the "Assign default required field values for new users if none specified" option. You want to import a compensation-specific user data file (UDF).
Which columns are required?
Note: There are 2 correct answers to this question.

A. USERID
B. STATUS
C. USERNAME
D. MANAGER

Answer: A,B

NEW QUESTION # 16
Your customer uses SAP SuccessFactors Employee Central 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 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 manually create import files to update EC.
B. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Use the finSalary field some custom columns to calculate the components publish those back to EC.
C. 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 have business rules split the sum into the components.
D. Map SALARY to the standard Current Salary field TC to meritTarget.
*Use merit to update the TC use custom fields to allow planners to update the allowances.
*Publish each component back separately.

Answer: C

Explanation:
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option B: "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."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. The finSalary field can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.
: SAP SuccessFactors Compensation and EC Integration Guide > Configuring Pay Component Groups > Publishing Total Compensation Components.
Explanation for Incorrect Options:
Option A involves extra custom columns and manual calculations, which increases complexity.
Option C suggests a manual import process, which is labor-intensive and contrary to integration best practices.
Option D proposes a setup where SALARY is mapped to Current Salary and TC to meritTarget, which complicates the TC update process and is less optimal for integrated workflows.

NEW QUESTION # 17
Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?

A. Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 0.10 for all guideline formulas.
B. Set the guideline pattern to be low-high.
*Set the high value for all guidelines to be 10.
C. Enable a hard limit stop for the merit guideline in Admin Center.
*Set the maximum value to 10 for all guideline formulas.
D. Create a guideline rule with the High/Low Action option set to Allow in Admin Center.
*Define each guideline formula with a default value of 10.

Answer: C

NEW QUESTION # 18
......

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Karl Brooks Karl Brooks

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