SAP C_THR86_2505 valid study dumps : SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation

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.

Which information is included in the rollup report? Note: There are 2 correct answers to this question.

• A. The detail of planning decisions for each employee in the hierarchy
• B. The sum of budget total spend for each division, department, or location
• C. The sum of budget total spend for each planner in the hierarchy
• D. The average bonus payout amount

You configured merit guidelines as shown in the screenshot.
If an employee has a range penetration of 24% what would be the low to high guideline that would appear in the merit guideline column in the compensation worksheet?

• A. 3%-5%
• B. 2%-4%
• C. 1%-2%
• D. 0%-0%

A customer wants to display a block of text on the compensation statement only if the merit increase percentage is greater than 10%. How would you proceed?

• A. Configure a new percent field with a formula within the compensation template add this field to the statement template. Use this field in the conditional logic.
• B. Use conditional logic in the statement to only display the paragraph if merit is greater than 10.
• C. Duplicate the standard merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.
• D. Configure an adjustment field to duplicate the merit field select the Show percent only radio button. Add this field to the statement template use it for the conditional logic.

What are some general principles for creating Route Maps for client projects? Note: There are 2 correct answers to this question.

• A. Use the "Get Feedback" function to allow people outside the hierarchy to comment on the decisions.
• B. Use a Signature step so the employee is aware of the decisions once the form is marked as "Complete".
• C. Use reporting Executive Review for reviewing trends aggregate budgets.
• D. Only include those that would alter a decision, not simply review.