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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q65-Q70):
NEW QUESTION # 65
Which of the following updates require worksheets to be relaunched? Note: There are 2 correct answers to this question.
- A. Update lookup table contents.
- B. Revise field-based permissions.
- C. Modify the route map.
- D. Update a formula in a custom column.
Answer: A,B
NEW QUESTION # 66
You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup("budget_table",customCountry,1))/100.
The lookup table "budget_table" is configured with one input one output. There are three rows in the table:
*USA = 5
*GBR = 3
**=2
When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N
/A for the employee. What could be done to fix this behavior?
- A. Change the column to be of the Amount type.
- B. Surround the lookup function with the toNumber function.
- C. Surround the curSalary with the toString function.
- D. Remove the extra parentheses.
Answer: B
Explanation:
In SAP SuccessFactors Compensation, when using formulas with lookup tables, data type consistency is essential for calculations to function correctly. Here's how the issue can be addressed:
* Option B: "Surround the lookup function with the toNumber function."
* In this formula, (curSalary lookup("budget_table", customCountry, 1)) / 100, the lookup function is retrieving a value from the table, but the output may not automatically be interpreted as a number. By using toNumber(lookup("budget_table", customCountry, 1)), the retrieved value is converted to a numeric type, preventing the formula from displaying N/A when recalculations occur.
NEW QUESTION # 67
Your client, who uses SAP SuccessFactors Employee Central, wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum.
How do you build the eligibility rule to make this happen?
- A. Check if the Event Reason is New Hire the effective date is 2 years ago.
- B. Add help text to the Lump Sum field to notify planners only to use the field for eligible employees.
- C. Use the effective date from Job Info to check if the employee has been in this position for more than 2 years.
- D. Check the Hire Date field to see if the employee started at least 2 years ago.
Answer: D
Explanation:
To configure eligibility based on tenure, you can use the Hire Date field in SAP SuccessFactors to determine how long an employee has been with the company.
* Option B: "Check the Hire Date field to see if the employee started at least 2 years ago."
* By configuring an eligibility rule that references the Hire Date, you can set criteria to check if the employee's start date is at least two years before the form's effective date. This ensures only employees with over two years of tenure are eligible for the Lump Sum.
NEW QUESTION # 68
A customer would like percentage fields to only show decimal places if they are available. For example, 40.00% should display as 40%, but if the Percentage calculation is 40.54%, they want to display the decimal places.
What number format should you use?
- A. defAmountFormat #,##0##
- B. defPercentFormat #,##0.00
- C. defPercentFormat ####.####
- D. defPercentFormat ###0##
Answer: D
NEW QUESTION # 69
Your customer uses SAP SuccessFactors Employee Central has the following setup:
*Pay Component (id = "SALARY")
*Pay Component (id = "CARALLOWANCE")
*Pay Component (id = "HOUSEALLOWANCE")
*Pay Component Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation flag is set to Yes for this group.
The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.
How do you best implement this request while maximizing integration?
- A. Map SALARY to the standard Current Salary field TC to meritTarget.
*Use merit to update the TC use custom fields to allow planners to update the allowances.
*Publish each component back separately.
- B. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.
- C. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Extract the new TC with a report manually create import files to update EC.
- D. Map TC to the standard Current Salary field.
*Use the Merit column for the TC update.
*Use the finSalary field some custom columns to calculate the components publish those back to EC.
Answer: B
Explanation:
When a customer uses SAP SuccessFactors Employee Central with specific pay components and a Pay Component Group (PCG) designated for total cash (TC), integration configurations can help manage the pay components based on the planner's adjustments in the compensation module. Here's how the setup can be achieved to maximize integration and minimize manual updates:
* Option B: "Map TC to the standard Current Salary field. Use the Merit column for the TC update.
Publish the finSalary value back to the pay component group in EC and have business rules split the sum into the components."
* By mapping the total cash (TC) to the Current Salary field and using the Merit column for any updates, planners can adjust TC directly. The finSalary field can be configured to reflect the adjusted TC, which can then be published back to Employee Central. Business rules in Employee Central will then split the updated TC value among the components (SALARY, CARALLOWANCE, HOUSEALLOWANCE) based on predefined rules, ensuring that allowances remain consistent with the employee's grade.
NEW QUESTION # 70
......
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