[Jan 27, 2024] C_THR87_2305 Exam Dumps - 100% Marks In C_THR87_2305 Exam!
Exam Dumps Use Real SAP Certified Application Associate Dumps With 82 Questions!
NEW QUESTION # 38
How is goal payout determined when using the direct payout function type?
- A. The higher amount between the direct payout percentage and the performance maximum payout percentage will be used.
- B. The lower amount between the direct payout percentage and the estimated target payout calculation will be used.
- C. The lower amount between the direct payout percentage and the performance minimum payout percentage will be used.
- D. Direct payout percentage will override normal performance payout calculation.
Answer: D
NEW QUESTION # 39
Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary × bonus target) × company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis × 50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.
- A. Two variable pay programs: one using Base × Business Performance and using Base × (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at
50% - B. One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.
- C. One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual
- D. One variable pay program using Base × Business Performance × Individual Performance. Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual.
Answer: A,B
NEW QUESTION # 40
Assume a starting point of "All employees are eligible" and all employees will appear on the worksheet regardless of employee history. Why would you use Manager Form Eligibility Rules?
- A. To include inactive users as part of the Variable Pay form
- B. To include inactive users as part of the payout calculation
- C. To exclude employees who have given their notice from the Variable Pay form
- D. To exclude employees who have given their notice from the bonus payout calculation
Answer: D
NEW QUESTION # 41
Your customer wants to ensure that no employee's bonus exceeds 200% of their bonus target. How can this be achieved?
- A. Use guidelines where the maximum is set to 200%.
- B. Use a bonus plan multiplier of 200%.
- C. Use bonus plan caps.
- D. Use gates on business goals.
Answer: C
NEW QUESTION # 42
Which field types can be added to the variable pay background section? Note: There are 3 correct answers to this question.
- A. Integer fields
- B. Text fields
- C. Boolean fields
- D. Float fields
- E. Percentage fields
Answer: A,B,D
NEW QUESTION # 43
A customer's variable pay program dates are January 1 to December 31, 2017. Given the screenshot below, what are the approximate Proration and Prorated Target Amount for this assignment?
- A. 25% and 2,000 respectively
- B. 75% and 6,000 respectively
- C. 75% and 2,000 respectively
- D. 25% and 6,000 respectively
Answer: A
NEW QUESTION # 44
The bonuses of all employees at your client are determined by the following results: 30% Corporate Performance. 30% Country Performance. 40% Individual Achievement. All employees have the same result for Corporate Performance, but the result for Country Performance varies based on the employee's country.
The Individual Achievement comes from a linked performance form's overall result. How would this be configured? Note: There are 2 correct answers to this question.
- A. Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%
- B. Additive plan with two Business Goal sections. Corporate Performance in one Business Goal section, weighted at 30%. Country Performance in other section, weighted at 30%. Individual section weighted at 40%
- C. Additive plan with one Business Goal section. The Business Goal section is weighted 30% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 30% and Country Performance is weighted 30%
- D. Additive plan with one Business Goal section. The Business Goal section is weighted 60% and the Individual section is weighted 40%. Within the Business Goal section, Corporate Performance is weighted 50% and Country Performance is weighted 50%
Answer: B,D
NEW QUESTION # 45
A customer does NOT want the basis to be prorated. In the employee history data file, what dates must the customer enter?
- A. Dates equal to the program dates
- B. Dates earlier than program dates
- C. Dates later than program dates
- D. Dates should NOT be entered
Answer: A
NEW QUESTION # 46
Where do you define the payout function type?
- A. Bonus Plan
- B. Business Goal Weights
- C. Background Element
- D. Business Goals
Answer: D
NEW QUESTION # 47
Which of the following tools can you use to reorder the fields in the Assignment Details section (as shown in the screenshot)?
- A. Variable Pay XML template
- B. Succession data model
- C. Column Designer
- D. Configure Label Names and Visibility
Answer: A,C
NEW QUESTION # 48
What information should be entered into the varPayProgramName column of the employee history data file?
- A. The variable pay objective plan ID
- B. The background element name
- C. The background type ID
- D. The plan template name
Answer: D
NEW QUESTION # 49
If the Starting Point for Manager Form Eligibility is set to "No employees are eligible", what actions can you take to include employees in the bonus plan? Note: There are 2 correct answers to this question.
- A. Create a rule in Manager Form Eligibility to include employees.
- B. Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.
- C. Add employees to the history data file.
- D. Use an MDF rule instead of importing eligibility rules.
Answer: A,B
NEW QUESTION # 50
Which customer scenarios require the use of multiple variable pay programs? Note: There are 3 correct answers to this question.
- A. The customer is using a different bonus calculation formula.
- B. The customer is using a different route map.
- C. The customer is using different eligibility rules.
- D. The customer has some employees in Employee Central and others in an external system.
- E. The customer is using a different plan period date range.
Answer: A,B,E
NEW QUESTION # 51
What feature allows employees to view their individual bonus results even if variable pay forms are still in progress?
- A. Compensation profile
- B. Bonus assignment letter
- C. Bonus forecast
- D. Variable Pay individual view
Answer: B
NEW QUESTION # 52
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 the customer's dates and employee history to match
- C. 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
- D. 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 fullon October 31
Answer: A,C
NEW QUESTION # 53
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