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SAP C_THR87_2211 exam measures an individual's knowledge of variable pay programs, incentive plan design, and variable pay administration. C_THR87_2211 exam consists of 80 multiple-choice questions and has a time limit of 180 minutes. C_THR87_2211 exam covers various topics related to variable pay programs, such as designing and implementing incentive plans, variable pay calculations, and reporting. C_THR87_2211 exam also covers the integration of variable pay with other modules of SAP SuccessFactors, such as compensation and performance management.
NEW QUESTION # 12
Your customer wants to use business goals in a Variable Pay program. Which actions are needed? Note:
There are 3 correct answers to this question.
- A. Reference the Plan ID in the Bonus Plan file.
- B. Update eligibility rules to include a bonus plan.
- C. Reference the Plan ID in the business goal data file.
- D. Assign the Business Goal template to the Variable Pay program.
- E. Upload the Business Goal XML template in Provisioning.
Answer: A,B,C
NEW QUESTION # 13
Which field types can be added to the variable pay background section? Note: There are 3 correct answers to this question.
- A. Percentage fields
- B. Integer fields
- C. Boolean fields
- D. Text fields
- E. Float fields
Answer: B,D,E
NEW QUESTION # 14
Your customer has two groups of employees eligible for a variable pay payout: Employees in the US use SAP SuccessFactors performance forms. Employees in Germany have their performance rating in an external system. Ratings for both groups of employees are provided based on the same rating scale.
How should you handle this situation? Note: There are 2 correct answers to this question.
- A. Export the rating from the US performance forms then load ratings for all eligible employees into the Overall Performance background element of the Employee Profile.
- B. Export the rating from the US performance forms then load ratings for all eligible employees into a lookup table.
- C. Import the German ratings into the Overall Performance background element of the Employee Profile. The US ratings remain in the performance forms.
- D. Create a specific performance form template for the German employees and have the customer load their ratings into it.
Answer: A,C
NEW QUESTION # 15
Your customer wants to display historical bonus payments with the current worksheet. How can they show this information? Note: There are 2 correct answers to this question.
- A. Configure custom views in plan setup.
- B. Define compensation period data in the compensation profile.
- C. Create eligibility rules to pull historical data from previous plans.
- D. Build an integration with the previous variable pay goal template.
Answer: A,B
NEW QUESTION # 16
Which tools can employees use to see the final payout amount awarded to them? Note: There are 3 correct answers to this question.
- A. Variable Pay Rewards Statement
- B. Variable Pay Individual View
- C. Combined Rewards Statement
- D. Personal Compensation Statement Notification
- E. Bonus Assignment Statement
Answer: A,C,D
NEW QUESTION # 17
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. 75% and 6,000 respectively
- B. 25% and 2,000 respectively
- C. 75% and 2,000 respectively
- D. 25% and 6,000 respectively
Answer: B
NEW QUESTION # 18
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 50% and Country Performance is weighted 50%
- 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 30% and Country Performance is weighted 30%
Answer: A,B
NEW QUESTION # 19
Which of the following system-standard equations are considered to be multiplicative formulas? Note:
There are 3 correct answers to this question.
- A. Base x (business performance + individual performance)
- B. Base x business performance
- C. Base x business performance x individual performance
- D. Base x (business performance + team performance + individual performance)
- E. Base x business performance x team performance x individual performance
Answer: B,C,E
NEW QUESTION # 20
What is included in the Bonus Payout Details report? Note: There are 3 correct answers to this question.
- A. Payout guidelines for each employee
- B. Eligibility criteria for each employee
- C. Multiple rows of payout for each employee
- D. Total pay items for each employee
- E. Bonus calculation for each employee
Answer: B,C,E
NEW QUESTION # 21
What information should be entered into the varPayProgramName column of the employee history data file?
- A. The plan template name
- B. The background type ID
- C. The variable pay objective plan ID
- D. The background element name
Answer: A
NEW QUESTION # 22
Which of the following tools can you use to reorder the fields in the Assignment Details section (as shown in the screenshot)?
- A. Succession data model
- B. Configure Label Names and Visibility
- C. Variable Pay XML template
- D. Column Designer
Answer: C,D
NEW QUESTION # 23
Which of the following data files are linked by legacy eligibility rules? Note: There are 2 correct answers to this question.
- A. Business goals data file
- B. User data file
- C. Employee history data file
- D. Bonus plan data file
Answer: C,D
NEW QUESTION # 24
What feature allows employees to view their individual bonus results even if variable pay forms are still in progress?
- A. Variable Pay individual view
- B. Bonus assignment letter
- C. Bonus forecast
- D. Compensation profile
Answer: B
NEW QUESTION # 25
In which customer scenario do you need to create more than one bonus plan in the same program?
- A. The customer has multiple route maps.
- B. The customer has multiple plan period date ranges.
- C. The customer is using multiple bonus calculation formulas.
- D. The customer has multiple sets of business goals.
Answer: D
NEW QUESTION # 26
What is the relationship between goal weights and bonus plans?
- A. Goals are uniquely weighted based on the bonus plan they are assigned to.
- B. Business goal weights must be created first, before bonus plans are created.
- C. Goal weights are required to equal 100% for each bonus plan.
- D. All bonus plans must have equally weighted business goals.
Answer: A,C
NEW QUESTION # 27
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 payout amount multiplied by section weights.
- B. Additive formulas use payout percent, whereas multiplicative formulas use section weights.
- C. Additive formulas use section weights, whereas multiplicative formulas use payout percent.
Answer: A
NEW QUESTION # 28
Which of the following are standard criteria that can be used to create guidelines in variable pay? Note:
There are 3 correct answers to this question.
- A. Rating
- B. Pay grade
- C. Country
- D. Job level
- E. Division
Answer: A,B,D
NEW QUESTION # 29
Why might you use the check tool? Note: There are 2 correct answers to this question.
- A. To determine if employees are assigned to an appropriate bonus plan
- B. To determine if goal weights are equal to 100%
- C. To determine inactive planners in the hierarchy
- D. To determine if custom fields are reloadable
Answer: C,D
NEW QUESTION # 30
Company XYZ rewards its sales employees based on company and individual performance. Each employee's target bonus is a percentage of their salary. Both company and individual performance are combined, then multiplied by the basis. Employees are assigned weighted goals under company performance (revenue, profit, etc.). Which of the following bonus calculation equations is best to use for this organization?
- A. base x (business performance x individual performance)
- B. base x business performance x individual performance
- C. base x (business performance + individual performance)
- D. base + (business performance + individual performance)
Answer: C
NEW QUESTION # 31
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. All employees are eligible
- B. No employees are eligible
- C. Enable Guideline Optimization
- D. Enable Suppress Statement
Answer: A
NEW QUESTION # 32
Which steps should you take to activate the Variable Pay Individual View? Note: There are 3 correct answers to this question.
- A. Add the Variable Pay Individual View to the Variable Plan template.
- B. Configure the employee files.
- C. Select Display Live Profile View.
- D. Complete the Variable Pay forms.
- E. Add the Variable Pay Individual View to the Succession Data Model.
Answer: A,C,E
NEW QUESTION # 33
Where do you set the display order of the business goals?
- A. Bonus plan file
- B. Business goals file
- C. Business goal weights file
- D. Design Worksheet
Answer: C
NEW QUESTION # 34
Refer to the screenshot below. When implementing an Employee Central-integrated Variable Pay template, to which of the following does the highlighted Effective Date refer?
- A. The date the system uses to pull data from Employee Central
- B. The date published transactions are effective in Employee Central
- C. The date the program ends
- D. The date the program begins
Answer: A
NEW QUESTION # 35
An employee was part of the Consumer business unit from January 1-July 31 and transferred to the Corporate Support business unit beginning August 1. Based on the screenshot, what can you determine about this employee's eligibility?
- A. This employee is eligible for the Corp plan for the entire plan year, from January 1-December 31.
- B. This employees is eligible for the Corp plan from January 1-July 31 and the BU plan from August 1- December 31.
- C. This employee is eligible for the BU plan for a portion of the plan year, from August 1-December 31.
- D. This employee is eligible for the BU plan for a portion of the plan year, from January 1-July 31.
Answer: B
NEW QUESTION # 36
A customer has implemented Employee Central for most of their employees, but some employees remain on SAP ERP. What plan setting allows for the use of a single template for all employees?
- A. Use MDF rule instead of imported eligibility rule
- B. Enable Guideline Optimization
- C. Hybrid template
- D. Enable Suppress Statement
Answer: C
NEW QUESTION # 37
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SAP C_THR87_2211 exam provides you with the essential skills and knowledge required for implementing Variable Pay solutions in the most effective manner. As a result, you will be able to successfully design, configure, and implement Variable pay solutions in your organization. SAP Certified Application Associate - SAP SuccessFactors Variable Pay 2H/2022 certification exam is an essential credential if you desire to validate your expertise in implementing SAP SuccessFactors Variable Pay solutions.
Earning the SAP Certified Application Associate - SAP SuccessFactors Variable Pay 2H/2022 certification can provide individuals with several benefits, such as recognition of their expertise in the Variable Pay module, increased job opportunities, and potential salary increases. Additionally, this certification can help organizations optimize their variable pay programs and improve their overall compensation management processes.
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