C_THR87_2405 Exam Dumps – Our Features

What task can you complete in Configure Label Names and Visibility?

• Change field groups.
• Relabel employee history fields.
• Create custom fields.
• Deactivate form sections.

Your customer has two groups of employees eligible for a variable pay payout: Employees in the US use SAP SuccessFactors performance forms. Employees in Germany have their performance rating in an external system. Ratings for both groups of employees are provided based on the same rating scale. How should you handle this situation? Note: There are 2 correct answers to this question.

• Export the rating from the US performance forms then load ratings for all eligible employees into the Overall Performance background element of the Employee Profile.
• Import the German ratings into the Overall Performance background element of the Employee Profile. The US ratings remain in the performance forms.
• Export the rating from the US performance forms then load ratings for all eligible employees into a lookup table.
• Create a specific performance form template for the German employees and have the customer load their ratings into it.

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.

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%
• 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 30% and Country Performance is weighted 30%

Which scenario requires the weights and mappings data file to be reimported?

• Change in business goal name
• Change in eligibility rule criteria
• Update in an employee’s assignment date
• Update in bonus cap

A customer is using a custom formula to calculate the employee basis. What must you do to ensure that the basis calculates correctly?

• Configure the Basis field as a custom field in the background element.
• Leave the Basis field blank when importing the employee history data file.
• Delete the Basis field header when importing the employee history data file.
• Configure the Basis field to be hidden in the background element.

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.

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%)

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

Your customer wants to load the final results of business goals to be used in payout calculation. What column from the business goal import file must be used to load the results of each business goal?

• directPayout
• payoutPercentTarget
• payoutFunctionType
• notes