Question 1

Your client wishes to limit new employee salaries so that no employee can exceed 125% comparatio. They do not award lump sums. How can you configure the worksheet to meet this requirement? Note: There are 2 correct answers to this question.

Options :

A : Create a custom validation of type Error to ensure that the column curRatio is less than 125.

B : Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.

C : Create a standard validation of type "disallow" action "exceed" with the Threshold at 125.

D : Create a custom validation of type Error to ensure that the column compaRatio is less than 125.

Answer: C,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

Your client would like a specific population of inactive employees to be included in the worksheet. Which combination of settings allows you to achieve this?

Options :

A : Select "Including Inactive Users when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the undesired inactive employees.

B : Select "All employees are eligible" under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.

C : Select "Including Inactive Users" when defining the Method of Planner, select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

D : Select "All employees are eligible" under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

Answer: C

Question 4

Your customer has implemented SAP SuccessFactors Employee Central (EC) now wishes toimplement a single global compensation template. However, only part of the organization is inEmployee Central. Some countries are still using SAP ERP, but there are plans to move to SAPSuccessFactors Employee Central over the next two years. The customer wants to use theCompensation 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 5

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 forCompa-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 theworksheet, these allowances may change. Salary is whatever TC is left over after the new allowancesare 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 backto 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 splitthe 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

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