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SAP C_THR87_2405 Exam Syllabus Topics:

Topic	Details
Topic 1	Integration Scenarios: This section assesses the Compensation Analyst or Specialist's ability to connect Variable Pay with Employee Central, focusing on the setup and execution of integration projects.
Topic 2	Bonus Plans: The Compensation Analyst or Specialist will be tested on their knowledge of establishing bonus plans and their associated processes.
Topic 3	Business Goals and Goal Weights: This section targets Compensation Analysts or Specialists and tests their understanding of defining and weighting business goals, configuring goal plan templates, and creating corresponding files.
Topic 4	Variable Pay Program Settings: In this exam section, the Compensation Analyst or Specialist will be tested on the skills regarding configuring variable pay program settings, including hierarchy methods, goal gates, accelerators, flexible payout curves, proration, and decentralized administration.
Topic 5	Bonus Calculation Methods: The Compensation Analyst or Specialist will be assessed on their knowledge of various bonus calculation methods, particularly assignment-based rating, and the differentiation between additive and multiplicative formulas. They will also be evaluated on their ability to calculate final payout.
Topic 6	Reports and Reward Statements: The Compensation Analyst or Specialist will be evaluated on their capability to produce and analyze various reports related to bonus payouts, details, validation, and audits, as well as generating employee reward statements.
Topic 7	Managing Clean Core: The Compensation Analyst or Specialist will be assessed on their understanding of streamlining variable pay processes through the application of clean core principles to improve efficiency and innovation within the ERP system.
Topic 8	Variable Pay Form: This section examines the Compensation Analyst or Specialist's skills in designing and configuring variable pay forms, including customizing appearance, data input, and calculations.
Topic 9	Eligibility: This section evaluates the Compensation Analyst or Specialist's ability to determine employee eligibility for variable pay programs, considering factors like employment status and historical data.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q68-Q73):

NEW QUESTION # 68
A customer updated an employee's assignment date using the employee history editor, but the proration amount remained the same in the worksheet. How can you correct this?

A. Delete the user from their worksheet and add them back into the worksheet.
B. Calculate Bonus and Update worksheets.
C. Update Goal Result and Update worksheets.
D. Delete the existing worksheet and then launch a new set.

Answer: B

NEW QUESTION # 69
What feature allows employees to view their individual bonus results even if variable pay forms are still in progress?

A. Bonus forecast
B. Bonus assignment letter
C. Compensation profile
D. Variable Pay individual view

Answer: B

NEW QUESTION # 70
You have an Employee Central client who wants to calculate the basis, based on employee-specific dat a. From which of the following areas can you get this data? Note: There are 2 correct answers to this question.

A. Compensation information
B. Job relationships
C. Pay Component non-recurring
D. Job information

Answer: A,D

NEW QUESTION # 71
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: A

NEW QUESTION # 72
How can you create worksheets where employees have planners outside their line manager hierarchy?

A. Create a Second Manager hierarchy and set the template to use this hierarchy instead of the Standard hierarchy.
B. Assign the employees to matrix managers and use matrix managers in the route map.
C. Use the custom manager option for assigning employees in the user data file and in the route map.
D. Create the worksheets the same as in compensation planning and move employees to other managers through Employee Membership.

Answer: A

NEW QUESTION # 73
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