[Feb-2023] Download Real SAP C_THR87_2205 Exam Dumps Test Engine Exam Questions [Q28-Q48]

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[Feb-2023] Download Real SAP C_THR87_2205 Exam Dumps Test Engine Exam Questions

New C_THR87_2205 exam dumps Use Updated SAP Exam

SAP C_THR87_2205 Exam Syllabus Topics:

Topic	Details
Topic 1	Define the different bonus calculation methods and Assignment-based rating Employee History Data and Background Element
Topic 2	Upload Employee history data file and update Employee history data file Describe the supported hierarchy methods, goal gates and accelerators
Topic 3	Configure Variable Pay background element and Employee History data file Explain the difference between additive and multiplicative formulas
Topic 4	Describe how variable pay assigns bonus plans to eligible employees Business Goals and Goal Weights
Topic 5	Describe the different form sections; configure label names and visibility Define the relationship between the background element

C_THR87_2205 Exam Certification Details:

Sample Questions:	SAP C_THR87_2205 Exam Sample Question
Cut Score:	60%
Exam:	80 questions

Q28. Your customer wants to use its business units to assign goal achievements. What are the first steps to set up this requirement? Note: There are 2 correct answers to this question.

Define the Business Unit field in the Variable Pay Background Element XML.

Import business unit data via the user data file.

Import business unit data via the employee history data file.

Define the Business Unit field as a department in the Succession Data Model XML.

Q29. If the Starting Point for Manager Form Eligibility is set to “No employees are eligible”, what actions can you take to include employees in the bonus plan? Note: There are 2 correct answers to this question.

Use an MDF rule instead of importing eligibility rules.

Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.

Create a rule in Manager Form Eligibility to include employees.

Add employees to the history data file.

Q30. 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?

Additive formulas use payout percent, whereas multiplicative formulas use payout amount multiplied by section weights.

Additive formulas use section weights, whereas multiplicative formulas use payout percent.

Additive formulas use payout percent, whereas multiplicative formulas use section weights.

Q31. 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?

Q32. What task can you complete in Configure Label Names and Visibility?

Change field groups.

Relabel employee history fields.

Create custom fields.

Deactivate form sections.

Q33. Which of the following can be achieved using variable pay gates? Notes: There are 2 correct answers to this question.

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%.

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.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.

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.

Q34. What is the relationship between goal weights and bonus plans?

All bonus plans must have equally weighted business goals.

Business goal weights must be created first, before bonus plans are created.

Goals are uniquely weighted based on the bonus plan they are assigned to.

Goal weights are required to equal 100% for each bonus plan.

Q35. 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?

Q36. How can you create worksheets where employees have planners outside their line manager hierarchy?

Use the custom manager option for assigning employees in the user data file and in the route map.

Create a Second Manager hierarchy and set the template to use this hierarchy instead of the Standard hierarchy.

Create the worksheets the same as in compensation planning and move employees to other managers through Employee Membership.

Assign the employees to matrix managers and use matrix managers in the route map.

Q37. Which field types can be added to the variable pay background section? Note: There are 3 correct answers to this question.

Integer fields

Float fields

Boolean fields

Text fields

Percentage fields

Q38. What is included in the Bonus Payout Details report? Note: There are 3 correct answers to this question.

Total pay items for each employee

Bonus calculation for each employee

Eligibility criteria for each employee

Multiple rows of payout for each employee

Payout guidelines for each employee

Q39. Which scenario requires the weights and mappings data file to be reimported?

Change in business goal name

Change in eligibility rule criteria

Update in an employee’s assignment date

Update in bonus cap

Q40. 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.

Reference the Plan ID in the business goal data file.

Reference the Plan ID in the Bonus Plan file.

Upload the Business Goal XML template in Provisioning.

Assign the Business Goal template to the Variable Pay program.

Update eligibility rules to include a bonus plan.

Q41. 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.

dfid1

ifid1

vfid5

ffid1

Q42. What formula do you use to suppress statements?

if(finalPayout=0,”FALSE”,”TRUE”)

if(finalPayout=0,”Valid”,”Invalid”)

if(finalPayout=0,” “)

if(finalPayout=0, “Yes”, “No”)

Q43. 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.

Export Users Without Managers

Aggregate report

Export Ineligible Users

Employee History report

Variable Pay Audit report

Q44. A customer is using a custom formula to calculate the employee basis. What must you do to ensure that the basis calculates correctly?

Configure the Basis field as a custom field in the background element.

Leave the Basis field blank when importing the employee history data file.

Delete the Basis field header when importing the employee history data file.

Configure the Basis field to be hidden in the background element.

Q45. 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.

Calculations

Lookup values

Guidelines

Reports

Q46. In which file do you specify the relationship between bonus plan and business goals?

Business goal template

Business goals data file

Bonus plan data file

Weights and mappings data file

Q47. 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.

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%

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.

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.

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

Q48. 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?

Update Goal Result and Update worksheets.

Delete the user from their worksheet and add them back into the worksheet.

Delete the existing worksheet and then launch a new set.

Calculate Bonus and Update worksheets.

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[Feb-2023] Download Real SAP C_THR87_2205 Exam Dumps Test Engine Exam Questions [Q28-Q48]

SAP C_THR87_2205 Exam Syllabus Topics:

C_THR87_2205 Exam Certification Details:

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