C_THR86_2505 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Question and Answers

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 statements do not support advanced graphical elements like pie charts directly within standard statements.

Creating Custom Statements for Graphs

Option B: A custom statement would be required to include advanced elements such as pie graphs, as standard statement templates do not natively support graphical components.

Why Other Options Are Incorrect

Option A (mix of data from compensation and variable pay), Option C (different statements per employee group), and Option D (conditional field visibility based on amount) are all possible with standard statement configurations.

Reference Documentation

SAP SuccessFactors Compensation Guide on Custom Statement Development and Standard vs. Custom Statement Capabilities.

To meet the requirement of displaying a paragraph only for employees on a Performance Improvement Plan (PIP) without showing the rating, the use of conditional text combined with field-based permissions is the best approach.

Conditional Text Section and Field-Based Permissions

Option D: A conditional text section allows you to set conditions (such as rating equals 1 or 2) to display specific content only for certain employees. Using field-based permissions to hide the rating ensures it is not displayed on the worksheet or statement.

Why Other Options Are Incorrect

Options A and B involve including the rating in the statement, which the client does not want.

Option C (adding a paragraph for all employees with a note) does not selectively display the content based on PIP status.

Reference Documentation

SAP SuccessFactors Compensation Guide on Conditional Text Sections and Field-Based Permissions.

To check for breaks in the Planning Manager Hierarchy in SAP SuccessFactors Compensation, you can use the following methods:

Export troubleshooting information from the Define Planners screen: This option allows you to download a file that shows detailed planner hierarchy information, enabling you to identify gaps or breaks in the structure.

When the currency conversion table is updated during a planning period, in-progress forms reflect these changes dynamically.

Option C: "Change is dynamic to in-progress forms."

In SAP SuccessFactors Compensation, currency conversion updates affect in-progress worksheets immediately and dynamically without the need for manual updates. This feature ensures accurate currency data throughout the planning period.

In SAP SuccessFactors Compensation, when a field requires planners to select from a pre-defined list of reasons (enumerated values) for categorizing lump sum reasons, it’s essential to set up an editable string field with enumerated values.

Configuring an Editable Field with Enumerated Values

Enumerated values allow you to create a drop-down list of predefined options that planners can select from, ensuring standardized data entry.

The field should be configured as editable so that planners can choose from the list on the worksheet, providing clear reasoning for each lump sum entry.

Why Option C is CorrectThis option provides a list (enumeration) that is required to capture structured data for reporting and analysis purposes. It also enables consistent categorization by offering selectable reasons, reducing manual data entry errors.

Why Other Options Are Incorrect

Option A and D (read-only fields) do not allow planner input and therefore cannot be used for selections.

Option B (editable string without enumerated values) would allow free text, which doesn’t ensure consistent categorization.

Reference Documentation

SAP SuccessFactors Compensation Configuration Guide: Configuring Editable Fields and Enumerated Values.

SAP Help Portal: Field and Custom Column Setup in Compensation.

In SAP SuccessFactors Compensation, you can use conditional text sections to display different content based on performance ratings or other criteria.

Using Conditional Text Sections

Option C: Conditional text sections allow the statement editor to show specific text for employees based on defined conditions, such as performance ratings. This way, employees with low ratings can see one version of text, while those with high ratings see another.

Why Other Options Are Incorrect

Option A (multiple templates) is more complex and unnecessary when conditional text is sufficient.

Option B (two worksheet templates) adds administrative complexity.

Option D (suppress statement function) is used to hide statements, not to vary the content based on conditions.

Reference Documentation

SAP SuccessFactors Compensation Guide on Statement Editor and Conditional Text Setup.

The defPercentFormat ###0## configuration in SAP SuccessFactors Compensation allows percentages to display decimal points only when necessary.

Format Explanation

Format ###0##: This format displays whole numbers without decimal places if the value is an integer (e.g., 40% instead of 40.00%). If there are decimal values present (e.g., 40.54%), it will display them, as it does not limit the number of decimal places but adapts based on the value.

Why Other Options Are Incorrect

Option A (#,##0.00) forces two decimal places in all cases.

Option B (####.####) allows multiple decimal places but would display extra zeros for whole numbers.

Option C (defAmountFormat #,##0##) is used for amounts, not percentages.

Reference Documentation

SAP SuccessFactors Compensation Guide on Percentage and Number Formatting and Field Display Options.

When importing a compensation-specific User Data File (UDF) in SAP SuccessFactors Compensation, selecting "Assign default required field values for new users if none specified" in provisioning helps auto-fill necessary fields. However, certain fields must still be present for the import to function correctly:

USERID: This column uniquely identifies each employee and is mandatory as it links users to their respective records.

In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:

Executive Review Edit Permissions (Option C):

It is not recommended to grant all HRBPs “Executive Review Edit Permissions” as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.

Other Permissions:

Executive Review Export Permissions (Option A) and Report Permissions (Option B) are commonly provided to HRBPs for data analysis.

Compensation Management Permissions (Option D) is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.

In SAP SuccessFactors Compensation, the Force Default On Custom Column Change option in guidelines ensures that when specific custom fields change (such as Country), the merit increase is reset to its default. This meets the requirement of resetting the merit increase only when Country changes, not when Job Family changes.

Configuring Force Default on Custom Column Change

Option D: By setting Force Default On Custom Column Change to "Yes," the system will reset the merit increase to default values whenever a change occurs in a reloadable custom field marked as critical.

Reloadable Columns: Making only the Country column reloadable ensures that changes in Country will trigger the reset, while Job Family changes will not affect the merit guideline.

Why Other Options Are Incorrect

Option A involves Force Default On Rating Change, which is irrelevant for custom columns like Country or Job Family.

Option B and Option C involve making both Country and Job Family reloadable, which does not meet the requirement to ignore Job Family changes.

Reference Documentation

SAP SuccessFactors Compensation Guide on Guidelines and Force Default Settings.

The “Update All Worksheets” function in SuccessFactors Compensation is essential for synchronizing employee data changes across worksheets. It’s used in specific scenarios:

Update to a Lookup Table (Option A):

Lookup tables are used for values such as exchange rates, merit guidelines, or budget percentages. If these values are updated, running “Update All Worksheets” ensures that the revised values apply across all worksheets.

Performance Rating Update (Option B):

If an employee’s performance rating is modified in Employee Central or Performance Management, the update function ensures that the latest rating is reflected on the Compensation worksheet, which could affect merit or bonus calculations.

Eligibility Rule Change (Option E):

Changes in eligibility criteria, such as grade level or employment status, necessitate running “Update All Worksheets” to ensure only eligible employees remain active on the worksheet, with any ineligible ones becoming grayed out or removed based on rule settings.

Excluded Options:

Layout Change in Template (Option C): Changes to layout don’t require an update to all worksheets as this doesn’t affect employee data or calculations.

Field Based Permissions (Option D): Field-based permission changes are applied immediately and don’t require an update to worksheets.