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

1. 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) Use mass actions through the Executive Review
C) Set the Lump Sum field to read-only to prevent planners from using it
D) Use field-based permissions on the Lump Sum field and a permission group of named individuals

2. 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 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.
B) 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
C) 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.
D) 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.

3. Your EC-integtated client wishes to plan on monthly salaries (or employees in the UK. but on annual salaries for employee in the US All employees have their salaries stored in EC with a single pay component with a frequency of monthly' because of payroll integration constraints.Which of the following options is a solution for this requirement?

A) Include the unitsPerYear standard column and set it to 12
B) Use two different pay components for salary with the US one having the 'Use for Comp Planning' set to 'None' and lhe UK one set to 'Comp "
C) Use meritTarget set to the pay component value divided by 12
D) Use two templates with one having curSalary mapped to the pay component and the other on the pay component group

4. Your EC-intagrated client has employees in several countries While all the countries are planned on the same worksheet at the same time there are slight differences in the Effective Dates of the new salaries when they are published back to EC.How can this requirement be met through configuration?

A) Enter the effective date for the largest country in the Employee Central Settings screen*Publish the results of the planning for all countries*Manually modify the effective dates of the resulting EC data for the smaller countries
B) Create a lookup table that contains the different dates that uses country as an input*Map the lookup table name to the start-date' of the pay component in the XML
C) On the Employee Central Settings screen in Compensation Home set the Effective Date to be that of the largest country.*Use the Publish Selected Employees in Employee Central to publ<sh the data for this country*Manually modify the effective date to be that of the next country and publish the data for them Repeat for all countries
D) Create a lookup table that contains the different dates that uses country as an input.*Create a custom date column that reads from the lookup table based on employee country*Map the column ID of the custom date column to the 'start-date' of the pay component in the XML

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

Solutions: