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C_THR87_2505 Reliable Real Test - SAP C_THR87_2505 Free Sample: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Pass Certainly
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| Topic |
Details |
| Topic 1 |
- Variable Pay Form: This section of the exam assesses the proficiency of SAP Consultants in configuring the Variable Pay form. It includes layout adjustments, display logic, and content settings necessary for presenting bonus information to managers and planners.
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| Topic 2 |
- Business Goals and Goal Weights: This section of the exam measures skills of SAP Consultants in setting up business goals and assigning weights. It includes the alignment of goals with corporate strategy and their influence on individual or group bonus outcomes.
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| Topic 3 |
- Bonus Calculation Methods: This section of the exam measures the skills of Compensation Analysts and covers the configuration of different bonus calculation methods within the Variable Pay module. It includes defining logic that calculates payouts based on employee performance and business results.
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| Topic 4 |
- Variable Pay Program Settings: This section of the exam assesses the knowledge of SAP Consultants in setting up variable pay program settings. It focuses on cycle configuration, plan types, and the underlying parameters that define how bonus programs operate.
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| Topic 5 |
- Reports and Reward Statements: This section of the exam evaluates the knowledge of Compensation Analysts in generating reports and reward statements. It focuses on tools for communicating results to stakeholders and visualizing data through templates and dashboards.
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| Topic 6 |
- Eligibility: This section of the exam evaluates the ability of SAP Consultants to define and configure eligibility rules. It includes setting criteria for plan participation and ensuring the correct employee population is included in bonus planning.
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q39-Q44):
NEW QUESTION # 39
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?
- A. 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 full on October 31
- B. Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match
- C. One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%
- D. 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
Answer: C,D
NEW QUESTION # 40
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.
- A. Enable global eligibility rule.
- B. Include inactive employees.
- C. Use Bonus Plan Eligibility.
- D. Use Manager Form Eligibility.
- E. Configure multiple rules by EC entity for the program.
Answer: E
NEW QUESTION # 41
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.
- A. 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.
- B. 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
- C. 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%
- D. 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.
Answer: A,C
NEW QUESTION # 42
Which of the following are payout function types supported in Business Goals? Note: There are 3 correct answers to this question.
- A. Multiplicative
- B. Direct payout
- C. Step scale
- D. Additive
- E. Interpolation
Answer: A,B,E
NEW QUESTION # 43
A customer has implemented Employee Central for most of their employees, but some employees remain on SAP ERP. What plan setting allows for the use of a single template for all employees?
- A. Enable Guideline Optimization
- B. Enable Suppress Statement
- C. Hybrid template
- D. Use MDF rule instead of imported eligibility rule
Answer: C
NEW QUESTION # 44
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The SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay (C_THR87_2505) certification exam is a valuable credential that is designed to validate the candidates' skills and knowledge level. The C_THR87_2505 certification exam is one of the high in demand industrial recognized credentials to prove your skills and knowledge level. With the SAP C_THR87_2505 Certification Exam everyone can upgrade their skills and become competitive and updated in the market.
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