100% Passing Guarantee - Brilliant C-THR86-2505 Exam Questions PDF [Jun-2026]
C-THR86-2505 Dumps 2026 - NewSAP C-THR86-2505 Exam Questions
NEW QUESTION # 19
What functions are available in a compensation profile? Note: There are 3 correct answers to this question.
- A. Enter recommendations.
- B. Promote an employee.
- C. Import salary history into the profile.
- D. View budgets.
- E. Display salary history.
Answer: A,B,E
NEW QUESTION # 20
Your client wishes to limit new employee salaries so that no employee can exceed 125% compa- ratio. 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.
- A. Create a custom validation of type Error to ensure that the column compaRatio is less than 125.
- B. Create a standard validation of type "disallow" action "exceed" with the Threshold at 125.
- C. Create a custom validation of type Error to ensure that the column curRatio is less than 125.
- D. Create a standard validation of type "splitOrDisallow" action "exceed" with the Threshold at 125.
Answer: A,B
NEW QUESTION # 21
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?
- A. 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.
- B. 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.
- C. 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 EXCLUDE the desired inactive employees.
Answer: A
NEW QUESTION # 22
Which of the following API types does SAP recommend to use to achieve clean core integrations?
Note: There are 2 correct answers to this question.
- A. IDoc
- B. OData
- C. SOAP
- D. RFC
Answer: B,C
Explanation:
SAP recommends using OData and SOAP APIs to achieve clean core integrations with SAP SuccessFactors.
These API types are designed to work within the SAP ecosystem and support integration scenarios without impacting the core system structure.
* OData API
* OData is a REST-based API standard and is SAP's preferred choice for modern, scalable, and lightweight integrations, especially within SuccessFactors. It is ideal for clean core integrations that interact with business data.
* SOAP API
* SOAP is a widely used API protocol in SAP integrations and is highly structured, making it suitable for clean and stable integrations. Many SuccessFactors services support SOAP, especially for HR and payroll-related integrations.
* Why Other Options Are Incorrect
* Option B (IDoc) and Option C (RFC) are older SAP interface protocols typically used for SAP ECC or SAP S/4HANA on-premise integrations, but they are not generally recommended for SuccessFactors clean core cloud integrations.
* Reference Documentation
* SAP SuccessFactors Integration Guide on OData and SOAP API Usage.
NEW QUESTION # 23
Your customer has an Employee Central integrated template with an effective date of March 1, 2023. The template has a reloadable field that is mapped to the Pay Grade field in SAP SuccessFactors Employee Central. The forms are launched on February 1, 2023, with a start date of March 1, 2023. An employee gets promoted on March 5, 2023, which includes a pay grade change.
What is the effect on the value that is displayed when the planner opens the worksheet on March 6, 2023?
- A. The new pay grade is displayed.
- B. New forms need to be created because an error will be shown.
- C. The employee becomes ineligible.
- D. The pay grade remains the same as it was when the forms were created.
Answer: D
NEW QUESTION # 24
You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?
- A. 0%
- B. 2%
- C. 1%
- D. 4%
Answer: B
Explanation:
When an employee's merit increase is determined by a guideline formula based on performance rating and country:
* Option C: "2%"
* For an employee in the US with a performance rating of 3, the configured guideline specifies a
2% merit increase. This default increase applies according to the rule setup in the guideline formulas.
: SAP SuccessFactors Compensation Guide > Guideline Rules > Configuring Merit Guideline Formulas by Performance Rating and Country.
Explanation for Incorrect Options:
Options A, B, and D do not align with the specific merit increase configured for a rating of 3 in the US.
NEW QUESTION # 25
Your customer has part-time full-time employees. You notice that for part-time employees, their compa-ratio in EC is different than in Compensation. What do you configure in the system to have it calculate the correct compa-ratio take into account the FTE?
- A. Create a custom Amount column to store FTE rather than using the standard FTE column.
- B. Set the XML attribute isActualSalaryImported to True in the compensation plan template ensure standard FTE field is used.
- C. Add values in the EC Pay Range object to align with each FTE.
- D. Set the XML attribute isActualSalary Imported to False in the compensation plan template ensure standard FTE field is used.
Answer: D
NEW QUESTION # 26
What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.
- A. Force comment when recommendation is outside guidelines.
- B. Update guideline hard limit.
- C. Split to Lump Sum when exceeding salary range.
- D. Disallow save when budget is exceeded.
Answer: A,C
NEW QUESTION # 27
What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.
- A. An employee is NOT given a raise, stock, or options at all.
- B. Any time an employee is given a raise, stock, or options.
- C. When an employee's final salary is below range penetration minimum.
- D. When an employee's raise exceeds the range penetration maximum.
Answer: A,B
NEW QUESTION # 28
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?
- A. Executive Review Edit Permissions
- B. Compensation Management Permissions
- C. Executive Review Export Permissions
- D. Report Permissions
Answer: A
NEW QUESTION # 29
Your client has asked you to display both the number text in the standard Performance Rating field. What do you need to update to meet this requirement?
- A. Change the labels in the rating scale to include both the number text.
- B. Create a lookup table with the number text.
- C. Update the Rating Label Format to Number-Text under Display Settings.
- D. Create a new custom field with a formula under Column Designer.
Answer: C
NEW QUESTION # 30
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.
- A. 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.
- B. 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.
- C. 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.
- D. 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.
- E. 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.
Answer: B,C,E
NEW QUESTION # 31
Your customer has the following requirements for their compensation plan:
1. Allow planners to make recommendations outside of the high/low values. 2. Display only the max min values in the compensation worksheet. Which guideline rule settings must you set to fulfill these requirements?
- A. In Display Settings use min-max
* Hard Limit: Yes
* High/Low Action: Allow - B. In Display Settings use low-high
* Hard Limit: Yes
* High/Low Action: Allow - C. In Display Settings use min-max
* Hard Limit: No
* High/Low Action: Allow - D. In Display Settings use min-max
* Hard Limit: No
* High/Low Action: Warn
Answer: C
NEW QUESTION # 32
You create a test user data file (UDF) for use with a compensation template. The template uses the Second Manager hierarchy. The CEO is head of both hierarchies.
In the user record of the CEO, what values would you use for the MANAGER SECOND_MANAGER columns?
- A. MANAGER: blank
* SECOND MANAGER: NO_MANAGER - B. MANAGER: NO_MANAGER
* SECOND MANAGER: blank - C. MANAGER: blank
* SECOND MANAGER: blank - D. MANAGER: NO_MANAGER
* SECOND_MANAGER: NO_MANAGER
Answer: D
NEW QUESTION # 33
Which of the following permissions are required to be able to use Executive Review offline edit to download, modify, upload bulk changes? Note: There are 3 correct answers to this question.
- A. The user needs the Ad Hoc Reports for the Compensation Planning domain permission.
- B. The user needs the Executive Review - Export permission.
- C. The user needs the Executive Review - Mass Action permission.
- D. The user needs the Executive Review - Import permission.
- E. The user needs the Executive Review - Edit permission.
Answer: B,D,E
Explanation:
To use the Executive Review Offline Edit feature in SAP SuccessFactors Compensation, certain permissions are required for downloading data, making bulk changes offline, and re-uploading those changes.
* Executive Review - Export Permission
* Option A: This permission allows users to export the compensation data from the Executive Review page to a downloadable format (such as Excel). This is essential for performing offline edits.
* Executive Review - Import Permission
* Option B: This permission enables users to import or re-upload the edited data back into the system after making bulk changes offline. It's critical to ensure these changes are successfully integrated into the worksheet.
* Executive Review - Edit Permission
* Option D: This permission allows users to edit entries within the Executive Review interface. It is necessary for making adjustments to compensation data.
* Why Other Options Are Incorrect
* Option C (Executive Review - Mass Action permission) is unrelated to offline editing; it pertains to actions like applying mass updates within the online Executive Review.
* Option E (Ad Hoc Reports for the Compensation Planning domain) is for reporting rather than permissions directly related to offline editing capabilities.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Executive Review Permissions and Offline Edit Requirement
NEW QUESTION # 34
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