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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q62-Q67):

NEW QUESTION # 62
You create a test user data file (UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies.
In the user record of the CEO, what values would you use for the MANAGER SECOND_MANAGER columns?

A. MANAGER: blank
*SECOND MANAGER: blank
B. MANAGER: blank
*SECOND MANAGER: NO_MANAGER
C. MANAGER: NO_MANAGER
*SECOND MANAGER: blank
D. MANAGER: NO_MANAGER
*SECOND_MANAGER: NO_MANAGER

Answer: D

NEW QUESTION # 63
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 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.
B. 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.
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 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.

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.

NEW QUESTION # 64
What action is required to enable Employee Central integration for a template?

A. Provide an effective date
B. Update pay guide format.
C. Enable field-based permissions.
D. Reload guidelines.

Answer: A

Explanation:
In SAP SuccessFactors Compensation, enabling integration with Employee Central requires specifying an effective date. This date is essential because Employee Central (EC) integration pulls data that is time- dependent, such as employee job information, pay components, and other relevant details.
* Providing an Effective Date for Integration
* Effective Date: Setting an effective date in the compensation template is necessary to synchronize data accurately from Employee Central. The system uses this date to retrieve the correct employee data as of that specific point in time.
* Why Other Options Are Incorrect
* Option A (field-based permissions) relates to access control but is not specifically required for enabling EC integration.
* Option B (reload guidelines) is used when updating or reloading guideline data but does not affect EC integration.
* Option C (update pay guide format) is unrelated to Employee Central integration.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Employee Central Integration Setup and Effective Date Configuration.

NEW QUESTION # 65
Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.

A. An error message when the maximum guideline is exceeded
B. An error message when planners enter a promotion without changing pay grade
C. An error message when adjustments are entered in two different fields
D. A warning message when the budget is exceeded

Answer: B,D

NEW QUESTION # 66
You are implementing compensation in an EC-integrated environment you are NOT using the promotion functionality.
To where can you publish data?
Note: There are 3 correct answers to this question.

A. Employee Details
B. Job Information
C. Custom MDF Objects
D. Compensation Information
E. Recurring Pay Components

Answer: C,D,E

NEW QUESTION # 67
......

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