LATEST C-THR87-2405 TEST TRAINING MATERIALS WILL UPDATE CONSTANTLY - VALIDBRAINDUMPS

Latest C-THR87-2405 Test Training Materials Will Update Constantly - ValidBraindumps

Latest C-THR87-2405 Test Training Materials Will Update Constantly - ValidBraindumps

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To pass the hard SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay C-THR87-2405 exam on the first try, you must invest more time, effort, and money. To pass the SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay C-THR87-2405 Exam, you must have the right C-THR87-2405 Exam Dumps, which are quite hard to get online. Get it right away to begin preparing.The following file types are available: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay C-THR87-2405 Dumps PDF file, and Practice test software for C-THR87-2405 and web-based practise test software for SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay C-THR87-2405 Exams. All these three formats consist of SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay C-THR87-2405 Actual Questions that are not only helpful for the preparation but also provide useful information about the SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay C-THR87-2405 Valid Dumps certification preparation.

SAP C-THR87-2405 Exam Syllabus Topics:

TopicDetails
Topic 1
  • 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 2
  • 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 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
  • 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 5
  • 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 6
  • 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 7
  • Bonus Plans: The Compensation Analyst or Specialist will be tested on their knowledge of establishing bonus plans and their associated processes.
Topic 8
  • Employee History Data and Background Element: The Compensation Analyst or Specialist will be assessed on their knowledge of configuring the Variable Pay background element and Employee History data file, establishing relationships between them, and utilizing assignment dates effectively.
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 (Q42-Q47):

NEW QUESTION # 42
Company XYZ rewards its sales employees based on company and individual performance. Each employee's target bonus is a percentage of their salary. Both company and individual performance are combined, then multiplied by the basis. Employees are assigned weighted goals under company performance (revenue, profit, etc.). Which of the following bonus calculation equations is best to use for this organization?

  • A. base + (business performance + individual performance)
  • B. base x business performance x individual performance
  • C. base x (business performance x individual performance)
  • D. base x (business performance + individual performance)

Answer: D


NEW QUESTION # 43
You want to see historical payouts initiated through manager self-service from the Variable Pay form. What do you use?

  • A. Field-based permission
  • B. Custom views
  • C. Executive review
  • D. Compensation profile

Answer: D


NEW QUESTION # 44
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. Salary
  • B. Local Currency Code
  • C. Target Percentage
  • D. Basis
  • E. Variable Pay Program Name

Answer: B,D,E


NEW QUESTION # 45
Your client wants to change the label on a field in the Assignment Details level of their worksheet. Where could you make the change? Note: There are 2 correct answers to this question.

  • A. Column Designer, Assignment Level fields
  • B. Column Designer, Entry Level fields
  • C. Custom Views
  • D. Employee History background element

Answer: A,D


NEW QUESTION # 46
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 EBITDA goal will payout at 0% unless the Individual performance rating is "Good" or better.
  • B. 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%.
  • C. 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.
  • D. There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.

Answer: A,C


NEW QUESTION # 47
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