Unique Top-selling C-THR87-2205 Exams - New 2023 SAP Pratice Exam
SAP Certified Application Associate Dumps C-THR87-2205 Exam for Full Questions - Exam Study Guide
NEW QUESTION # 31
You want to see historical payouts initiated through manager self-service from the Variable Pay form. What do you use?
- A. Custom views
- B. Field-based permission
- C. Executive review
- D. Compensation profile
Answer: D
NEW QUESTION # 32
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.
- A. Use Bonus Plan Eligibility.
- B. Configure multiple rules by EC entity for the program.
- C. Enable global eligibility rule.
- D. Include inactive employees.
- E. Use Manager Form Eligibility.
Answer: B
NEW QUESTION # 33
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.
- A. Rating
- B. Country
- C. Job level
- D. Pay grade
- E. Division
Answer: A,C,D
NEW QUESTION # 34
Which tools can employees use to see the final payout amount awarded to them? Note: There are 3 correct answers to this question.
- A. Variable Pay Rewards Statement
- B. Personal Compensation Statement Notification
- C. Combined Rewards Statement
- D. Bonus Assignment Statement
- E. Variable Pay Individual View
Answer: A,B,C
NEW QUESTION # 35
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. Export Ineligible Users
- C. Aggregate report
- D. Employee History report
- E. Variable Pay Audit report
Answer: A,D,E
NEW QUESTION # 36
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?
- A. Each record is considered when the employee's bonus payout is calculated and the bonus is prorated based on the dates of each record.
- B. Each record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.
- C. The first record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.
- D. The last record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.
Answer: A
NEW QUESTION # 37
What is the difference between additive and multiplicative formulas for bonus calculation with respect to the impact of section weight, payout percent, and payout amount?
- A. Additive formulas use payout percent, whereas multiplicative formulas use payout amount multiplied by section weights.
- B. Additive formulas use section weights, whereas multiplicative formulas use payout percent.
- C. Additive formulas use payout percent, whereas multiplicative formulas use section weights.
Answer: A
NEW QUESTION # 38
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.
- A. ifid1
- B. dfid1
- C. vfid5
- D. ffid1
Answer: C,D
NEW QUESTION # 39
A customer is using a custom formula to calculate the employee basis. What must you do to ensure that the basis calculates correctly?
- A. Configure the Basis field to be hidden in the background element.
- B. Leave the Basis field blank when importing the employee history data file.
- C. Configure the Basis field as a custom field in the background element.
- D. Delete the Basis field header when importing the employee history data file.
Answer: A
NEW QUESTION # 40
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?
- A. The date published transactions are effective in Employee Central
- B. The date the program ends
- C. The date the program begins
- D. The date the system uses to pull data from Employee Central
Answer: D
NEW QUESTION # 41
Company ABC rewards its employees using an additive plan based on company (50% weight) and individual (50% weight) performance. An employee's target bonus is 4,000 (100% payout). The company performance is based on two objectives, each weighted at 50% - revenue and operating Income. The revenue objective achievement is 80% and the operating income objective achievement is 90%. If the Individual achievement is 150%, which expression best represents how the bonus is calculated?
- A. 4000 x 150% x (80% x 50% + 90% x 50%)
- B. 4000 x 150% + 4000 x (80% x 50% + 90% x 50%)
- C. 4000 x 50% x (80% x 50% + 90% x 50%) + 4000 x 50% x 150%
- D. 150% x (4000 x 50% x (80% + 4000 x 50% x 90%
Answer: C
NEW QUESTION # 42
Which of the following are payout function types supported in Business Goals? Note: There are 3 correct answers to this question.
- A. Step scale
- B. Direct payout
- C. Multiplicative
- D. Additive
- E. Interpolation
Answer: B,C,E
NEW QUESTION # 43
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.
- A. Upload the Business Goal XML template in Provisioning.
- B. Reference the Plan ID in the business goal data file.
- C. Assign the Business Goal template to the Variable Pay program.
- D. Update eligibility rules to include a bonus plan.
- E. Reference the Plan ID in the Bonus Plan file.
Answer: B,D,E
NEW QUESTION # 44
Which of the following areas are impacted when a customer uses flexible payout curves in their Variable Pay plan? Note: There are 2 correct answers to this question.
- A. Calculations
- B. Reports
- C. Guidelines
- D. Lookup values
Answer: A,B
NEW QUESTION # 45
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.
- A. 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.
- B. 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%
- C. 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
- D. 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.
Answer: A,B
NEW QUESTION # 46
An employee was part of the Consumer business unit from January 1-July 31 and transferred to the Corporate Support business unit beginning August 1. Based on the screenshot, what can you determine about this employee's eligibility?
- A. This employee is eligible for the BU plan for a portion of the plan year, from January 1-July 31.
- B. This employee is eligible for the BU plan for a portion of the plan year, from August 1-December 31.
- C. This employee is eligible for the Corp plan for the entire plan year, from January 1-December 31.
- D. This employees is eligible for the Corp plan from January 1-July 31 and the BU plan from August 1-December 31.
Answer: D
NEW QUESTION # 47
The bonuses of all employees at your client are determined by the following results: 30% Corporate Performance. 30% Country Performance. 40% Individual Achievement. All employees have the same result for Corporate Performance, but the result for Country Performance varies based on the employee's country. The Individual Achievement comes from a linked performance form's overall result. How would this be configured? Note: There are 2 correct answers to this question.
- A. Additive plan with one Business Goal section. The Business Goal section is weighted 30% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%
- B. Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%
- C. Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 50% and Country Performance is weighted 50%
- D. Additive plan with two Business Goal sections. Corporate Performance in one Business Goal section, weighted at 30%. Country Performance in other section, weighted at 30%. Individual section weighted at 40%
Answer: C,D
NEW QUESTION # 48
Why might you use the check tool? Note: There are 2 correct answers to this question.
- A. To determine if employees are assigned to an appropriate bonus plan
- B. To determine if goal weights are equal to 100%
- C. To determine inactive planners in the hierarchy
- D. To determine if custom fields are reloadable
Answer: C,D
NEW QUESTION # 49
What does the Enable Guideline Optimization setting do? Note: There are 2 correct answers to this question.
- A. It helps render the worksheet faster when there are more than 1,000 guideline formulas.
- B. It locks the guideline rule settings so they are un-editable after form launch.
- C. It requires relaunching the form when guidelines are changed during mid-cycle.
- D. It changes the guidelines so they are updated on the form immediately.
Answer: A,D
NEW QUESTION # 50
Your customer, who has offices in the US and Germany, has the following two bonus schemes: Revenue Enabling Bonus. Revenue Generating Bonus. US employees in the Revenue Enabling Bonus scheme are weighted 40% Business Achievement and 60% Personal Achievement, while in Germany, it is 50% for each. They all have the same business goal: "Corporate Results". US employees in the Revenue Generating Bonus scheme are weighted 35% Business Achievement and 65% Personal Achievement. The only business goal is "Country Results", where the goal achievement differs between the US and Germany. What is the minimum number of bonus plans required to meet this requirement?
- A. 0
- B. 1
- C. 2
- D. 3
Answer: A
NEW QUESTION # 51
Where do you set the display order of the business goals?
- A. Business goal weights file
- B. Design Worksheet
- C. Bonus plan file
- D. Business goals file
Answer: A
NEW QUESTION # 52
Which of the following fields are connected to reserved fields in the Variable Pay Background Element? Note: There are 3 correct answers to this question.
- A. Target Percentage
- B. Local Currency Code
- C. Variable Pay Program Name
- D. Salary
- E. Basis
Answer: B,C,E
NEW QUESTION # 53
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?
- A. Relevant goal performance is imported into each employee's Assignment History.
- B. Goals that are relevant to the employee's bonus need to be exported from Goal Management and imported into Business Goals.
- C. Goals that are relevant to the employee's bonus need to be in a separate section in the performance form.
- D. Goals that are relevant to the employee's bonus need to have a different type, set when creating the goal.
Answer: D
NEW QUESTION # 54
What is included in the Bonus Payout Details report? Note: There are 3 correct answers to this question.
- A. Total pay items for each employee
- B. Payout guidelines for each employee
- C. Multiple rows of payout for each employee
- D. Eligibility criteria for each employee
- E. Bonus calculation for each employee
Answer: C,D,E
NEW QUESTION # 55
Which of the following can be achieved using variable pay gates? Notes: There are 2 correct answers to this question.
- A. 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%.
- B. There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.
- C. 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.
- D. 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.
Answer: C,D
NEW QUESTION # 56
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