C_THR86_2411 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Questions and Answers

In SAP SuccessFactors Compensation, the Force Default On Custom Column Change option in guidelines ensures that when specific custom fields change (such as Country), the merit increase is reset to its default. This meets the requirement of resetting the merit increase only when Country changes, not when Job Family changes.

Configuring Force Default on Custom Column Change

Option D: By setting Force Default On Custom Column Change to "Yes," the system will reset the merit increase to default values whenever a change occurs in a reloadable custom field marked as critical.

Reloadable Columns: Making only the Country column reloadable ensures that changes in Country will trigger the reset, while Job Family changes will not affect the merit guideline.

Why Other Options Are Incorrect

Option A involves Force Default On Rating Change, which is irrelevant for custom columns like Country or Job Family.

Option B and Option C involve making both Country and Job Family reloadable, which does not meet the requirement to ignore Job Family changes.

Reference Documentation

SAP SuccessFactors Compensation Guide on Guidelines and Force Default Settings.

To check for breaks in the Planning Manager Hierarchy in SAP SuccessFactors Compensation, you can use the following methods:

Export troubleshooting information from the Define Planners screen: This option allows you to download a file that shows detailed planner hierarchy information, enabling you to identify gaps or breaks in the structure.

Use the Check Tool: The Check Tool provides a systematic review of the manager hierarchy, highlighting inconsistencies that may cause issues in planning workflows. These tools help ensure a seamless and complete hierarchy, preventing disruptions in the compensation planning process.References: SAP SuccessFactors Compensation User Guide – Troubleshooting and Hierarchy Management.

Field-based permissions allow specific control over who can view or edit fields in the compensation worksheet.

Restricting Access to Lump Sum Field with Field-Based Permissions

Option C: In SAP SuccessFactors Compensation, you can configure field-based permissions so only selected users (e.g., members of the reward team) can access and edit the Lump Sum field.

This approach uses a permission group to grant edit permissions only to specific individuals, ensuring that only authorized personnel can make entries in the Lump Sum field.

Why Other Options Are Incorrect

Option A (mass actions via Executive Review) does not restrict individual access to fields.

Option B (setting guidelines to zero) does not provide role-based access restriction and may cause confusion in the compensation planning process.

Option D (setting the field to read-only) would prevent all planners from editing, not just those outside the reward team.

Reference Documentation

SAP SuccessFactors Compensation Guide on Field-Based Permissions and Permission Groups.

When Salary Proration is used with a proration percentage (50% in this case) rather than dates, it affects both the guideline range and the total increase.

Proration Impact on Guideline Range and Total Increase

Guideline Adjustment: Since the proration is set to 50%, the guideline range (normally 4-6%) is adjusted by 50%, resulting in a prorated guideline of 2-3%.

Total Increase Calculation: When the planner enters a $1,000 merit increase, the proration factor is applied, resulting in a final increase of $500 (50% of $1,000).

Why Other Options Are Incorrect

Options A and B show the original guideline (4-6%), which does not reflect the proration adjustment.

Option D incorrectly calculates the total increase without applying the 50% proration.

Reference Documentation

SAP SuccessFactors Compensation Guide on Salary Proration and Merit Guidelines.

To display both the numerical and textual components in the standard Performance Rating field, you need to adjust the Rating Label Format in the Display Settings within the Compensation template setup.

Rating Label Format in Display Settings

Option D: By setting the Rating Label Format to Number-Text, you enable the display of both the rating number and the descriptive text label in the Performance Rating field.

This adjustment applies the combined format (e.g., "3 – Meets Expectations") in the worksheet, allowing users to see both components simultaneously.

Why Other Options Are Incorrect

Option A: Changing labels in the rating scale would only adjust the label text, not the combined display format.

Option B and Option C (custom field and lookup table) are unnecessary, as the Number-Text format can be set directly.

Reference Documentation

SAP SuccessFactors Compensation Guide on Performance Rating Display Options.

To allow planners to make recommendations outside of the high/low values but only display max and min values on the worksheet:

Option A: "In Display Settings use min-max, Hard Limit: No, High/Low Action: Allow"

Min-max display shows only the minimum and maximum guideline values. Setting Hard Limit to "No" allows planners to make recommendations outside these values, and High/Low Action: Allow enables the flexibility needed by the client.

The “Update All Worksheets” function in SuccessFactors Compensation is essential for synchronizing employee data changes across worksheets. It’s used in specific scenarios:

Update to a Lookup Table (Option A):

Lookup tables are used for values such as exchange rates, merit guidelines, or budget percentages. If these values are updated, running “Update All Worksheets” ensures that the revised values apply across all worksheets.

Performance Rating Update (Option B):

If an employee’s performance rating is modified in Employee Central or Performance Management, the update function ensures that the latest rating is reflected on the Compensation worksheet, which could affect merit or bonus calculations.

Eligibility Rule Change (Option E):

Changes in eligibility criteria, such as grade level or employment status, necessitate running “Update All Worksheets” to ensure only eligible employees remain active on the worksheet, with any ineligible ones becoming grayed out or removed based on rule settings.

Excluded Options:

Layout Change in Template (Option C): Changes to layout don’t require an update to all worksheets as this doesn’t affect employee data or calculations.

Field Based Permissions (Option D): Field-based permission changes are applied immediately and don’t require an update to worksheets.

In SAP SuccessFactors Compensation, granting the appropriate permissions to HR Business Partners (HRBPs) is crucial to supporting the salary review process effectively while maintaining data security and integrity. The following permissions are typically managed with caution:

Executive Review Edit Permissions (Option C):

It is not recommended to grant all HRBPs “Executive Review Edit Permissions” as this allows for extensive changes across compensation plans, which may be inappropriate for all HRBP roles. This permission should generally be reserved for high-level administrators or managers who need to make adjustments at the executive review level.

Other Permissions:

Executive Review Export Permissions (Option A) and Report Permissions (Option B) are commonly provided to HRBPs for data analysis.

Compensation Management Permissions (Option D) is often necessary for HRBPs to carry out their roles effectively, enabling them to manage employee compensation-related tasks.