C_THR87_2405 SAP Certified Associate - Implementation Consultant (2024)

Question # 4

Manager form eligibility rules are written to exclude employees in specific business units. Based on this information, which setting must be enabled for the plan to include the correct employees?

Enable Guideline Optimization

Enable Suppress Statement

All employees are eligible

No employees are eligible

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Question # 5

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

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Question # 6

The employee history data file import process was completed but returned with errors. Given the information in the screenshot, which column is causing the error message?

The country column shows a code rather than a label.

The basis column is using commas.

The endDate column is in mm/dd/yyyy format.

The tgtPct column is using decimals.

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Question # 7

What is the effect of proration rounding?

Rounds proration to a monthly value

Changes start and/or end date used in BonusCalculation

Forces proration to have X decimal places, where X is configurable

Allows for the use of "point in time" salary calculations

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Question # 8

You are implementing an Employee Central-integrated Variable Pay template. The employee has 3 assignment records pulled from Employee Central, each with start and end dates within the bonus period, resulting in NO gaps or overlaps. What is the impact of the 3 assignment records on the payout?

The last record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.

Each record is considered when the employee's bonus payout is calculated and the bonus is prorated based on the dates of each record.

The first record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.

Each record is considered when the employee's bonus payout is calculated and the bonus is increased by 3X the target.

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Question # 9

Refer to the screenshot below. When implementing an Employee Central-integrated Variable Pay template, to which of the following does the highlighted Effective Date refer?

The date published transactions are effective in Employee Central

The date the system uses to pull data from Employee Central

The date the program ends

The date the program begins

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Question # 10

Where do you define the payout function type?

Business Goal Weights

Business Goals

Bonus Plan

Background Element

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Question # 11

Which of the following system-standard equations are considered to be multiplicative formulas? Note: There are 3 correct answers to this question.

Base x business performance x individual performance

Base x business performance x team performance x individual performance

Base x business performance

Base x (business performance + team performance + individual performance)

Base x (business performance + individual performance)

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Question # 12

A performance management (PM) form will be considered a match to an assignment when its period overlaps with the period of the assignment. Which combination of conditions qualifies as "overlap"?

PM form start date >= Assignment end date. Assignment start date <= PM form start date

PM form start date <= Assignment start date. Assignment start date >= PM form end date

PM form start date <= Assignment end date. Assignment start date <= PM form end date

PM form start date <= Assignment start date. PM form end date <= Assignment end date

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Question # 13

The bonuses of all employees at your client are determined by the following results: 30% Corporate Performance. 30% Country Performance. 40% Individual Achievement. All employees have the same result for Corporate Performance, but the result for Country Performance varies based on the employee's country. The Individual Achievement comes from a linked performance form's overall result. How would this be configured? Note: There are 2 correct answers to this question.

Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 50% and Country Performance is weighted 50%

Additive plan with two Business Goal sections. Corporate Performance in one Business Goal section, weighted at 30%. Country Performance in other section, weighted at 30%. Individual section weighted at 40%

Additive plan with one Business Goal section. The Business Goal section is weighted 30% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%

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Question # 14

Your customer is using a hybrid variable pay template because Employee Central (EC) has NOT been implemented within the entire company. How will you make sure that eligibility rules apply to both (EC and non-EC) target populations? Note: There are 3 correct answers to this question.

Use Bonus Plan Eligibility.

Include inactive employees.

Use Manager Form Eligibility.

Enable global eligibility rule.

Configure multiple rules by EC entity for the program.

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Question # 15

Assume a starting point of “All employees are eligible” and all employees will appear on the worksheet regardless of employee history. Why would you use Manager Form Eligibility Rules?

To include inactive users as part of the payout calculation

To exclude employees who have given their notice from the Variable Pay form

To exclude employees who have given their notice from the bonus payout calculation

To include inactive users as part of the Variable Pay form

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Question # 16

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 inGermany, 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?

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Question # 17

Where do you define the payout function type?

Business Goal Weights

Business Goals

Bonus Plan

Background Element

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Question # 18

A customer's variable pay program dates are January 1 to December 31, 2017. Given the screenshot below, what are the approximate Proration and Prorated Target Amount for this assignment?

75% and 6,000 respectively

25% and 2,000 respectively

75% and 2,000 respectively

25% and 6,000 respectively

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Question # 19

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?

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Question # 20

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.

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Question # 21

In which ways can the basis be configured in a non-EC integrated plan? Note: There are 2 correct answers to this question.

Imported from bonus plan

Imported from goal management

Imported from employee history

Imported from user data file

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Question # 22

Company ABC rewards its employees using an additive plan based on company (50% weight) and individual (50% weight) performance. An employee’s target bonus is 4,000 (100% payout). The company performance is based on two objectives, each weighted at 50% — revenue and operating Income. The revenue objective achievement is 80% and the operating income objective achievement is 90%. If the Individual achievement is 150%, which expression best represents how the bonus is calculated?

4000 x 50% x (80% x 50% + 90% x 50%) + 4000 x 50% x 150%

4000 x 150% x (80% x 50% + 90% x 50%)

150% x (4000 x 50% x (80% + 4000 x 50% x 90%

4000 x 150% + 4000 x (80% x 50% + 90% x 50%)

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Question # 23

How is goal payout determined when using the direct payout function type?

Direct payout percentage will override normal performance payout calculation.

The lower amount between the direct payout percentage and the performance minimum payout percentage will be used.

The higher amount between the direct payout percentage and the performance maximum payout percentage will be used.

The lower amount between the direct payout percentage and the estimated target payout calculation will be used.

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Question # 24

Your client wants to award quarterly bonuses, where the quarters are aligned as follows: Q1: November 1–January 31. Q2: February 1–April 30. Q3: May 1–July 31. Q4: August 1–October 31. Bonuses are paid at the end of each quarter. Which of the following combinations of configuration options would work for this scenario?

One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%

One variable pay template with the bonus start date November 1 and end date October 31; employee history is loaded with four records per employee (one per quarter) and bonus paid in fullon October 31

Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match

Four variable pay templates, with the bonus start and end dates aligned with "traditional" quarter dates and custom columns in the employee history to display the customer's dates

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C_THR87_2405 SAP Certified Associate - Implementation Consultant (2024)

References