Question 1

Your customer has implemented SAP SuccessFactors Employee Central (EC) now wishes to

implement a single global compensation template. However, only part of the organization is in

Employee Central. Some countries are still using SAP ERP, but there are plans to move to SAP

SuccessFactors Employee Central over the next two years. The customer wants to use the

Compensation module to plan for all employees, regardless of where their employee data sits.

What is the recommended approach to this scenario?

Options :

A : Create a single non-integrated template, export the EC employees, import them via UDF.

B : Create two templates - one with EC integration one without.

C :

Suggest a phased approach where the non-EC employees become part of the process later as they migrate.

D : Create a single EC-integrated template use the Hybrid Template option.

Answer: D

Question 2

Your non-EC customer wants only users in Pay Grade 1 2 to be ineligible for Lump Sum; Pay Grades 3 through 9 are eligible. What can you do to fulfill this requirement? Note: There are 3 correct answers to this question.

Options :

A :

Start with all employees are eligible. In the UDF, set the LUMPSUM ELIGIBLE field to FALSE for Grades 1 2, TRUE for Grades 3 through 9.

B :

Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that goes through the eligible Pay Grades makes them eligible for the Lump Sum field.

C :

Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.

D :

Start with all employees are ineligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 1 2 ineligible for the Lump Sum field.

E :

Start with all employees are eligible. Using the legacy eligibility rules engine, create a rule condition that makes the Pay Grades 3 through 9 eligible for the Lump Sum field.

Answer: A,B,D

Question 3

You configure the following salary rule in the compensation plan template: How does the system behave?

Options :

A :

The rule prevents the planner from saving the merit increase. The planner must go back change their merit recommendation.

B :

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum. The planner can save the merit recommendation by selecting Cancel in the pop-up message.

C :

The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red. The planner can save the merit recommendation

D :

A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum. The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.

Answer: B

Question 4

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?

Options :

A : 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.

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 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.

Answer: B

Question 5

Your customer has a compensation plan template with the functional currency USD. The manager's own currency is EUR. The manager's compensation worksheet contains employees who are paid in the following currencies: EUR, USD, CHF, GBP. Which view must you enable to make sure the manager can display the salary of all of their employees in GBP?

Options :

A : The includeLocalCurrency view

B : The includePlannerCurrency view

C : The includeFunctionalCurrency view

D : The includeAnyCurrency view

Answer: A

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