2025 VALID C_THR87_2405 TORRENT 100% PASS | THE BEST SAP SAP CERTIFIED ASSOCIATE - IMPLEMENTATION CONSULTANT - SAP SUCCESSFACTORS VARIABLE PAY GUARANTEED PASSING PASS FOR SURE

2025 Valid C_THR87_2405 Torrent 100% Pass | The Best SAP SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Guaranteed Passing Pass for sure

2025 Valid C_THR87_2405 Torrent 100% Pass | The Best SAP SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Guaranteed Passing Pass for sure

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SAP C_THR87_2405 Exam Syllabus Topics:

TopicDetails
Topic 1
  • Employee History Data and Background Element: The Compensation Analyst or Specialist will be assessed on their knowledge of configuring the Variable Pay background element and Employee History data file, establishing relationships between them, and utilizing assignment dates effectively.
Topic 2
  • Variable Pay Program Settings: In this exam section, the Compensation Analyst or Specialist will be tested on the skills regarding configuring variable pay program settings, including hierarchy methods, goal gates, accelerators, flexible payout curves, proration, and decentralized administration.
Topic 3
  • Eligibility: This section evaluates the Compensation Analyst or Specialist's ability to determine employee eligibility for variable pay programs, considering factors like employment status and historical data.
Topic 4
  • Business Goals and Goal Weights: This section targets Compensation Analysts or Specialists and tests their understanding of defining and weighting business goals, configuring goal plan templates, and creating corresponding files.
Topic 5
  • Bonus Plans: The Compensation Analyst or Specialist will be tested on their knowledge of establishing bonus plans and their associated processes.
Topic 6
  • Bonus Calculation Methods: The Compensation Analyst or Specialist will be assessed on their knowledge of various bonus calculation methods, particularly assignment-based rating, and the differentiation between additive and multiplicative formulas. They will also be evaluated on their ability to calculate final payout.
Topic 7
  • Integration Scenarios: This section assesses the Compensation Analyst or Specialist's ability to connect Variable Pay with Employee Central, focusing on the setup and execution of integration projects.
Topic 8
  • Variable Pay Form: This section examines the Compensation Analyst or Specialist's skills in designing and configuring variable pay forms, including customizing appearance, data input, and calculations.
Topic 9
  • Reports and Reward Statements: The Compensation Analyst or Specialist will be evaluated on their capability to produce and analyze various reports related to bonus payouts, details, validation, and audits, as well as generating employee reward statements.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q49-Q54):

NEW QUESTION # 49
What formula do you use to suppress statements?

  • A. if(finalPayout=0," ")
  • B. if(finalPayout=0,"FALSE","TRUE")
  • C. if(finalPayout=0,"Valid","Invalid")
  • D. if(finalPayout=0, "Yes", "No")

Answer: B


NEW QUESTION # 50
Manager form eligibility rules are written to exclude employees in specific business units. Based on this information, which setting must be enabled for the plan to include the correct employees?

  • A. Enable Suppress Statement
  • B. No employees are eligible
  • C. Enable Guideline Optimization
  • D. All employees are eligible

Answer: D


NEW QUESTION # 51
Your client wants to award quarterly bonuses, where the quarters are aligned as follows: Q1: November 1-January 31. Q2: February 1-April 30. Q3: May 1-July 31. Q4: August 1-October 31. Bonuses are paid at the end of each quarter. Which of the following combinations of configuration options would work for this scenario?

  • A. One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%
  • B. Four variable pay templates, with the bonus start and end dates aligned with "traditional" quarter dates and custom columns in the employee history to display the customer's dates
  • C. One variable pay template with the bonus start date November 1 and end date October 31; employee history is loaded with four records per employee (one per quarter) and bonus paid in full on October 31
  • D. Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match

Answer: A,B


NEW QUESTION # 52
In which customer scenarios are multiple bonus plans required in a single program? Note: There are 2 correct answers to this question.

  • A. There is a single business goal applied to Manufacturing and Engineering, but HR is excluded from the bonus process.
  • B. In some countries, the bonus is multiplicative, while in others it is additive.
  • C. There are only two business goals, but the weighting of the goals varies by employee grade.
  • D. The bonuses of different groups of employees are affected by different business goals.

Answer: C,D


NEW QUESTION # 53
What is the difference between additive and multiplicative formulas for bonus calculation with respect to the impact of section weight, payout percent, and payout amount?

  • A. Additive formulas use payout percent, whereas multiplicative formulas use section weights.
  • B. Additive formulas use payout percent, whereas multiplicative formulas use payout amount multiplied by section weights.
  • C. Additive formulas use section weights, whereas multiplicative formulas use payout percent.

Answer: B


NEW QUESTION # 54
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