C_THR87_2305 Exam Dumps - SAP Certified Application Associate - SAP SuccessFactors Variable Pay 2H/2022

Load metrics as: performanceMin=-100,000, performanceTarget=-50,000, performanceMax=0

Load metrics as: performanceMin= 0, performanceTarget= 50, performanceMax= 100

Use the Direct Payout function type and load 100,000 as achievement.

Use the Direct Payout function type and load 40,000 as achievement.

Use Bonus Plan Eligibility.

Include inactive employees.

Use Manager Form Eligibility.

Enable global eligibility rule.

Configure multiple rules by EC entity for the program.

Reference the Plan ID in the business goal data file.

Reference the Plan ID in the Bonus Plan file.

Upload the Business Goal XML template in Provisioning.

Assign the Business Goal template to the Variable Pay program.

Update eligibility rules to include a bonus plan.

Column Designer, Entry Level fields

Column Designer, Assignment Level fields

Custom Views

Employee History background element

Use bonus plan caps.

Use guidelines where the maximum is set to 200%.

Use a bonus plan multiplier of 200%.

Use gates on business goals.

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 fullon 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

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The Individual section is capped to 100% unless the combined payout of the business goals exceeds 75%.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The entire business goal section will pay out at 50% unless Customer Satisfaction is above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDA goal CANNOT pay more than 100% unless Revenue achieves above target.

There are three business goals: Revenue, EBITDA, and Customer Satisfaction. The EBITDAgoal will payout at 0% unless the Individual performance rating is "Good" or better.

It helps render the worksheet faster when there are more than 1,000 guideline formulas.

It changes the guidelines so they are updated on the form immediately.

It requires relaunching the form when guidelines are changed during mid-cycle.

It locks the guideline rule settings so they are un-editable after form launch.

Plan name

Plan ID

Plan number format

Plan type

This employee is eligible for the BU plan for a portion of the plan year, from August 1–December 31.

This employee is eligible for the Corp plan for the entire plan year, from January 1–December 31.

This employees is eligible for the Corp plan from January 1–July 31 and the BU plan from August 1–December 31.

This employee is eligible for the BU plan for a portion of the plan year, from January 1–July 31.

Additive formulas use payout percent, whereas multiplicative formulas use payout amount multiplied by section weights.

Additive formulas use section weights, whereas multiplicative formulas use payout percent.

Additive formulas use payout percent, whereas multiplicative formulas use section weights.

if(finalPayout=0,"FALSE","TRUE")

if(finalPayout=0,"Valid","Invalid")

if(finalPayout=0," ")

if(finalPayout=0, "Yes", "No")

Dates later than program dates

Dates should NOT be entered

Dates equal to the program dates

Dates earlier than program dates

Use the correct performance management form template.

Use the user ID of each employee in the business goals file.

Use the Manage Employee grouping.

Use a common field value for all employees in the employee history file.

Performance management template name

EC field mapping

Effective date

Rating type

Configure the Basis field as a custom field in the background element.

Leave the Basis field blank when importing the employee history data file.

Delete the Basis field header when importing the employee history data file.

Configure the Basis field to be hidden in the background element.

Update Goal Result and Update worksheets.

Delete the user from their worksheet and add them back into the worksheet.

Delete the existing worksheet and then launch a new set.

Calculate Bonus and Update worksheets.

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.

Import the German ratings into the Overall Performance background element of the Employee Profile. The US ratings remain in the performance forms.

Export the rating from the US performance forms then load ratings for all eligible employees into a lookup table.

Create a specific performance form template for the German employees and have the customer load their ratings into it.

Rounds proration to a monthly value

Changes start and/or end date used in BonusCalculation

Forces proration to have X decimal places, where X is configurable

Allows for the use of "point in time" salary calculations

Relevant goal performance is imported into each employee's Assignment History.

Goals that are relevant to the employee's bonus need to have a different type, set when creating the goal.

Goals that are relevant to the employee's bonus need to be in a separate section in the performance form.

Goals that are relevant to the employee's bonus need to be exported from Goal Management and imported into Business Goals.

Step scale

Multiplicative

Interpolation

Additive

Direct payout