C_THR87_2405 Dumps Questions - Effective Way to Get Certified

C_THR87_2405 Dumps Questions – Effective Way to Get Certified

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August 21, 2024

If you're in the field of SAP, you know how important it is to stay up-to-date with the latest knowledge and skills to protect your organization's networks and data. One way to do that is by obtaining SAP Certified Associate, specifically the C_THR87_2405 exam. While preparing for the C_THR87_2405 exam, you might consider using C_THR87_2405 dumps to help you familiarize yourself with the exam format and content. These C_THR87_2405 exam dumps questions can be an effective way to gauge your knowledge and identify areas where you may need additional study. Study online free C_THR87_2405 exam dumps below.

Page 1 of 3

1. 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.

2. Which steps should you take to activate the Variable Pay Individual View? Note: There are 3 correct answers to this question.

Add the Variable Pay Individual View to the Succession Data Model.

Select Display Live Profile View.

Configure the employee files.

Add the Variable Pay Individual View to the Variable Plan template.

Complete the Variable Pay forms.

3. 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

4. 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.

5. The screenshot below is the entire currency conversion table. The functional currency of this customer is USD.

Which currency view modes can be used with this table?

Functional only

Functional, User, Planner, and Any Currency

Functional and User

Functional, User, and Planner

6. From where can you pull fields to assign business goals to employees through the business goals import file?

Summary level custom reportable fields

Bonus plan weights

Summary level standard fields

Employee history fields

7. A public sector company would like to pay one business goal according to the following guidelines: If the company makes profits, employees get 100% of their target payout. If the company loses $50,000, employees get 50% of their target payout. If the company loses $100,000 or more, nobody receives a payout. Finance provides administrators with the final amount on February 1 every year.

How should your customer create this interpolated business goal?

Load metrics as: performanceMin=-100,000, performanceTarget=-50,000, performanceMax=0

Load metrics as: performanceMin= 0, performanceTarget= 50, performanceMax= 100

Use the Direct Payout function type and load 100,000 as achievement.

Use the Direct Payout function type and load 40,000 as achievement.

8. 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%)

9. Why might you use the check tool? Note: There are 2 correct answers to this question.

To determine if goal weights are equal to 100%

To determine if employees are assigned to an appropriate bonus plan

To determine if custom fields are reloadable

To determine inactive planners in the hierarchy

10. Which mathematical operations can be used with standard bonus calculation equations? Note: There are 2 correct answers to this question.

Division

Subtraction

Multiplication

Addition

Page 2 of 3

11. 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?

Enable Guideline Optimization

Use MDF rule instead of imported eligibility rule

Hybrid template

Enable Suppress Statement

12. 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%

13. Your customer has added a new employee to their Employee History. Based on the employee's data, they are eligible for the bonus plan, but when the customer tries to manually add them to a worksheet, they receive an error that the employee is unable to be added because they are ineligible.

What might have been missed?

Recalculating bonus data

Reloading the goal weights file

Updating business goals

Updating worksheets

14. 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.

15. 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.

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 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?

17. 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

18. Your client wants to award quarterly bonuses, where the quarters are aligned as follows:

Q1: November 1CJanuary 31.

Q2: February 1CApril 30.

Q3: May 1CJuly 31.

Q4: August 1COctober 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 full on 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

19. 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.

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 XM

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 XM

Page 3 of 3

21. When employee profile is selected as the rating source for the Variable Pay program, which information is required for the bonus calculation? Note: There are 2 correct answers to this question.

Performance management template name

EC field mapping

Effective date

Rating type

22. 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

23. Which Variable Pay report shows employees that have less than the full plan year of eligibility?

Employee History Overlaps report

Employee History Gaps report

Employee History report

Bonus Payout Details report

24. In which customer scenarios are multiple bonus plans required in a single program? Note: There are 2 correct answers to this question.

The bonuses of different groups of employees are affected by different business goals.

There is a single business goal applied to Manufacturing and Engineering, but HR is excluded from the bonus process.

There are only two business goals, but the weighting of the goals varies by employee grade.

In some countries, the bonus is multiplicative, while in others it is additive.

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