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SAP
C_THR87_2405: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay

SAP C_THR87_2405 Exam Questions

Name: SAP C_THR87_2405 Exam
Brand: Pass4Success
SKU: C_THR87_2405
Price: 69.00 USD
Availability: InStock
Rating: 4.9 (51 reviews)

Exam Name: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay

Exam Code: C_THR87_2405

Related Certification(s):

SAP Certified Associate Certifications
SAP Implementation Consultant - SAP SuccessFactors Variable Pay Certifications

Certification Provider: SAP

Actual Exam Duration: 180 Minutes

Number of C_THR87_2405 practice questions in our database: 80 (updated: Oct. 27, 2024)

Expected C_THR87_2405 Exam Topics, as suggested by SAP :

Topic 1: Variable Pay Program Settings: In this exam section, the Compensation Analyst or Specialist will be tested on the skills regarding configuring variable pay program settings, including hierarchy methods, goal gates, accelerators, flexible payout curves, proration, and decentralized administration.
Topic 2: Employee History Data and Background Element: The Compensation Analyst or Specialist will be assessed on their knowledge of configuring the Variable Pay background element and Employee History data file, establishing relationships between them, and utilizing assignment dates effectively.
Topic 3: Business Goals and Goal Weights: This section targets Compensation Analysts or Specialists and tests their understanding of defining and weighting business goals, configuring goal plan templates, and creating corresponding files.
Topic 4: Bonus Calculation Methods: The Compensation Analyst or Specialist will be assessed on their knowledge of various bonus calculation methods, particularly assignment-based rating, and the differentiation between additive and multiplicative formulas. They will also be evaluated on their ability to calculate final payout.
Topic 5: Integration Scenarios: This section assesses the Compensation Analyst or Specialist's ability to connect Variable Pay with Employee Central, focusing on the setup and execution of integration projects.
Topic 6: Reports and Reward Statements: The Compensation Analyst or Specialist will be evaluated on their capability to produce and analyze various reports related to bonus payouts, details, validation, and audits, as well as generating employee reward statements.
Topic 7: Variable Pay Form: This section examines the Compensation Analyst or Specialist's skills in designing and configuring variable pay forms, including customizing appearance, data input, and calculations.
Topic 8: Bonus Plans: The Compensation Analyst or Specialist will be tested on their knowledge of establishing bonus plans and their associated processes.
Topic 9: Eligibility: This section evaluates the Compensation Analyst or Specialist's ability to determine employee eligibility for variable pay programs, considering factors like employment status and historical data.
Topic 10: Managing Clean Core: The Compensation Analyst or Specialist will be assessed on their understanding of streamlining variable pay processes through the application of clean core principles to improve efficiency and innovation within the ERP system.

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Cortney

5 days ago

SAP SuccessFactors exam conquered! Couldn't have done it without Pass4Success's relevant questions.

upvoted 0 times

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Dante

9 days ago

Successfully passing the SAP SuccessFactors Variable Pay exam was a milestone for me, and Pass4Success played a crucial role. There was a question on 'Integration Scenarios' that asked how to integrate Variable Pay with other SAP modules. I found it challenging to recall all the integration points.

upvoted 0 times

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Merlyn

24 days ago

I am thrilled to have passed the SAP Certified Associate exam. The Pass4Success practice questions were invaluable. One question that gave me pause was about 'Bonus Calculation Methods.' It required understanding the different methods for calculating bonuses and their implications, which was quite detailed.

upvoted 0 times

...

Maurine

1 months ago

Aced the SAP certification! Pass4Success materials were a lifesaver for quick prep.

upvoted 0 times

...

Johna

1 months ago

That's great to hear. I'll definitely check out Pass4Success. Any final tips for exam day?

upvoted 0 times

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Rutha

1 months ago

Passing the SAP SuccessFactors Variable Pay exam was a great achievement for me, thanks to Pass4Success. I remember a tricky question on 'Business Goals and Goal Weights' that asked how to properly align business goals with individual performance metrics. I wasn't entirely sure about the weighting process but managed to get through.

upvoted 0 times

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Chauncey

2 months ago

Stay calm and manage your time well. Some questions require careful reading. Trust your preparation, and you'll do great. Good luck!

upvoted 0 times

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Jeannine

2 months ago

I recently passed the SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay exam, and I couldn't have done it without the help of Pass4Success practice questions. One of the questions that stumped me was about the 'Managing Clean Core' topic. It asked about the best practices for maintaining a clean core in the system, and I was unsure about the specific steps involved.

upvoted 0 times

...

Jina

2 months ago

Just passed the SAP SuccessFactors Variable Pay exam! Thanks Pass4Success for the spot-on practice questions.

upvoted 0 times

...

Free SAP C_THR87_2405 Exam Actual Questions

Note: Premium Questions for C_THR87_2405 were last updated On Oct. 27, 2024 (see below)

Question #1

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.

ADefine the Business Unit field in the Variable Pay Background Element XML.

BImport business unit data via the user data file.

CImport business unit data via the employee history data file.

DDefine the Business Unit field as a department in the Succession Data Model XML.

Reveal Solution Hide Solution

Correct Answer: A, C

Question #2

What report requires that worksheets have been launched before it will show results?

ABusiness goal performance

BBonus payout

CEmployee history gaps

DEmployee history overlaps

Reveal Solution Hide Solution

Correct Answer: B

Question #3

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.

AAdditive 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%

BAdditive 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%

CAdditive 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%

DAdditive 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 30% and Country Performance is weighted 30%

Reveal Solution Hide Solution

Correct Answer: A, B

Question #4

Which of the following can be achieved using variable pay gates? Notes: There are 2 correct answers to this question.

AThere 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%.

BThere 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.

CThere are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.

DThere 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.

Reveal Solution Hide Solution

Correct Answer: B, D

Question #5

How can you create worksheets where employees have planners outside their line manager hierarchy?

AUse the custom manager option for assigning employees in the user data file and in the route map.

BCreate a Second Manager hierarchy and set the template to use this hierarchy instead of the Standard hierarchy.

CCreate the worksheets the same as in compensation planning and move employees to other managers through Employee Membership.

DAssign the employees to matrix managers and use matrix managers in the route map.

Reveal Solution Hide Solution

Correct Answer: B

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