SAP Certified Application Associate - SAP SuccessFactors Compensation 1H/2023 Sample Questions:

1. Your customer wants the guidelines for an employee's merit recommendation to be prorated based on the employee's date of last hire The date of last hire is different than the employee's original hire date.How can you fulfill this requirement?

A) Use raise proration and import a proration factor in the RAISE_PRORATING column
B) Use raise proration and import the employee s last hire date in the RA1SE_PRORATING_START_DATE column
C) Use salary proration and set the review start date equal to the employees last hire date
D) Use salary proration and import the employee s last hire date in the SALARY_PRORATING_START_DATE column.

2. Your client has asked you to display both the number and text in the standard Performance Rating field.What do you need to update to meet this requirement?

A) Create a new custom field with a formula under Column Designer
B) Change the labels in the rating scale to include both the number and text
C) Update the Rating Label Format to Number-Text under Display Settings
D) Create a lookup table with the number and text

3. Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?

A) Update guidelines to put a hard stop on the Lump Sum field and set all of the guideline values to 0
B) Set the Lump Sum field to read-only to prevent planners from using it
C) Use field-based permissions on the Lump Sum field and a permission group of named individuals
D) Use mass actions through the Executive Review

4. Your customer has two pay components, with IDs SALARY_US and SALARY_UK. that are used for employees' base salary in their respective countries They want to plan for all employees on a single worksheet using the employees' periodic salary NOT the annual value.What is the best way to accomplish this?

A) Create two custom columns and map each to the pay components Use a third custom column to display whichever is non zero
B) Create a pay component group that includes both pay components and use that for the planning
C) Ensure the Used for Comp Planning flag of the pay components is set to Comp and do NOT map to a specific pay component ID in the worksheet
D) Create two different templates and use eligibility rules to ensure employees appear on the correct one

5. Your customer uses SAP SuccessFactors Employee Central and 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 and 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 TC to the standard Current Salary field*Use the Merit column for the TC update.*Use the fin Salary field and some custom columns to calculate the components and publish those back to EC
B) Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Extract the new TC with a report and manually create import files to update EC.
C) Map SALARY to the standard Current Salary field and TC to meritTarget*Use merit to update the TC and use custom fields to allow planners to update the allowances.*Publish each component back separately.
D) 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 and have business rules split the sum into the components.

Solutions: