Sap spoto sure Pass Exam C_thr87_2505 Pdf by Justin q40 vce pdf

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Exam Name:	SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay
Exam Code:	C_THR87_2505 Dumps
Vendor:	SAP	Certification:	SAP Certified Associate
Questions:	80 Q&A's	Shared By:	justin

Question 12

Your customer has added a new employee to their Employee History. Based on the employee's data, they are eligible for the bonus plan, but when the customer tries to manually add them to a worksheet, they receive an error that the employee is unable to be added because they are ineligible. What might have been missed?

Options:

Recalculating bonus data

Reloading the goal weights file

Updating business goals

Updating worksheets

Discussion

Question 13

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?

Options:

One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%

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

Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match

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

Discussion

Question 14

How is goal payout determined when using the direct payout function type?

Options:

Direct payout percentage will override normal performance payout calculation.

The lower amount between the direct payout percentage and the performance minimum payout percentage will be used.

The higher amount between the direct payout percentage and the performance maximum payout percentage will be used.

The lower amount between the direct payout percentage and the estimated target payout calculation will be used.

Discussion

Question 15

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.

Options:

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%

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.

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.

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

Discussion

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