Get Latest Jan-2026 Conduct effective penetration tests using PracticeMaterial C_THR86_2505 [Q24-Q48]

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Get Latest [Jan-2026] Conduct effective penetration tests using PracticeMaterial C_THR86_2505

Penetration testers simulate C_THR86_2505 exam PDF

SAP C_THR86_2505 Exam Syllabus Topics:

Topic	Details
Topic 1	Implementation Test: This section of the exam evaluates the understanding of Compensation Analysts in verifying system configuration using implementation test tools. It includes basic validation and troubleshooting before plan launch.
Topic 2	Managing Employee Specific Data:This section of the exam assesses the skills of SAP Consultants in handling employee-specific data used in compensation planning. It includes importing and mapping fields like pay, performance, and custom metrics.
Topic 3	Compensation Statements: This section of the exam assesses the ability of SAP Consultants to configure and generate employee-facing compensation statements. It includes statement templates, design options, and output settings to ensure clear communication of compensation results.
Topic 4	Plan Settings: This section of the exam measures the skills of SAP Consultants in defining plan-level configurations. It includes cycle setup, planner eligibility, planner hierarchy, and general settings required to operationalize compensation plans.
Topic 5	Permissions:This section of the exam measures the knowledge of Compensation Analysts in managing role-based permissions for compensation planners and administrators. It includes securing access to forms, fields, and processes.
Topic 6	Compensation Worksheets: This section of the exam evaluates the knowledge of Compensation Analysts in managing compensation worksheets. It involves planning templates, columns, formulas, and worksheet behavior needed to support merit, bonus, and stock processes.

NO.24 What checks can you make with the Check tool? Note: There are 2 correct answers to this question.

Reportable fields correctly configured

Circular hierarchies for form creation

Custom validations correctly configured

Accuracy of formula calculations

NO.25 You set up a merit guideline rule based on the performance rating country. You configure guideline formulas as shown in the screenshot.
An employee in the US has a rating of 3. What will be their default merit increase?

NO.26 Which information is included in the rollup report? Note: There are 2 correct answers to this question.

The average bonus payout amount

The detail of planning decisions for each employee in the hierarchy

The sum of budget total spend for each division, department, or location

The sum of budget total spend for each planner in the hierarchy

NO.27 Which of the following can you use to explore released APIs?

SAP Application Interface Framework

SAP Integration Suite

SAP Business Accelerator Hub

NO.28 You have configured a worksheet for a client that uses the following formula in a custom column of type Money: (curSalary lookup(“budget_table”,customCountry,1))/100.
The lookup table “budget_table” is configured with one input one output. There are three rows in the table:
*USA = 5
*GBR = 3
**=2
When the worksheet loads, the column displays correctly, but when a merit value is changed, it switches to N
/A for the employee. What could be done to fix this behavior?

Surround the curSalary with the toString function.

Surround the lookup function with the toNumber function.

Change the column to be of the Amount type.

Remove the extra parentheses.

NO.29 What are the valid hierarchy types available when selecting the Method of Planner in Compensation? Note:
There are 3 correct answers to this question.

Rollup hierarchy (including Inactives)

HR Manager hierarchy

Standard Suite hierarchy (including Inactives)

Standard Suite hierarchy

Compensation hierarchy (Second Manager)

NO.30 Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors. How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question.

Run the Rollup report.

Export from the employee history file.

Export from Executive Review.

Run an Ad Hoc report.

NO.31 What happens to compensation forms when the currency conversion table is updated during the planning period?

In-progress forms are NOT affected.

Only completed forms are affected.

Change is dynamic to in-progress forms.

In-progress forms are only affected when Update All Worksheets is run.

NO.32 What is the recommended leading practice workflow for a compensation template?

Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete

Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete

Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete

Manager Planning → Next Level Manager Review → HR Manager Planning → Complete

NO.33 Your EC-integrated client wishes to plan on monthly salaries for 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?

Include the unitsPerYear standard column set it to 12.

Use two different pay components for salary with the US one having the “Use for Comp Planning” set to “None” the UK one set to “Comp.”

Use two templates with one having curSalary mapped to the pay component the other on the pay component group.

Use meritTarget set to the pay component value divided by 12.

NO.34 Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee’s country status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.
What is the correct syntax to calculate the adjustment budget?

toNumber(lookup(“2018_BudgetPool”, custom Country,customStatus,1))”‘curSalary

toNumber(lookup(“2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary

toNumber(lookup(“2018_BudgetPool”, custom Country.customStatus,2))”‘curSalary

toNumber(lookup(“2018_BudgetPool”, custom Country,customStatus,adjustment))”curSalary

NO.35 As part of the approval process, your client wants to make sure that the planners have a full view of how their direct indirect reports have adhered to their allocated budgets before their worksheets can be approved.
How can you best show this information?

Include the Detailed (Rollup) Report option in the worksheet configuration.

Create an Ad Hoc report share it with all planners.

Enable the Executive Review – Read permission for all planners.

Create a Tile for inclusion on the planners’ Dashboards.

NO.36 Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot. The budget is based on an employee’s country status. In the template, the country is defined with field ID customCountry the status is defined with field ID customStatus.
What is the correct syntax to calculate the adjustment budget?

toNumber(lookup(“2018_BudgetPool”, custom Country,customStatus,1))”‘curSalary

toNumber(lookup(“2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary

toNumber(lookup(“2018_BudgetPool”, custom Country.customStatus,2))”‘curSalary

toNumber(lookup(“2018_BudgetPool”, custom Country,customStatus,adjustment))”curSalary

NO.37 Your client wants to display a paragraph in the body of the Compensation Statement that is displayed only to employees who are on a Performance Improvement Plan (PIP). An employee is on a PIP if they have a rating of 1 or 2. The standard Rating column is available on the worksheet.
However, the client does not want the rating itself to ever be displayed on the Statement. How can you satisfy this requirement?

Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

Include the rating on the statement in the right section.
*Include a Conditional Text Section on the statement using the rating field as a condition.
*Ensure the rating field is hidden on the statement by setting an impossible display condition.

Add a paragraph to the body of the Statement that states that the section applies only to those who are on a Performance Improvement Plan those employees who are not may ignore the paragraph.

Include a Conditional Text Section on the statement using the rating field as a condition because all columns on the worksheet are available for conditional logic.
*Ensure the rating field is hidden from employees on the worksheet with Field-Based Permissions.

NO.38 Your customer has implemented SAP SuccessFactors Employee Central (EC) now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central. Some countries are still using SAP ERP, but there are plans to move to SAP SuccessFactors Employee Central over the next two years. The customer wants to use the Compensation module to plan for all employees, regardless of where their employee data sits.
What is the recommended approach to this scenario?

Create a single non-integrated template, export the EC employees, import them via UDF.

Create two templates – one with EC integration one without.

Suggest a phased approach where the non-EC employees become part of the process later as they migrate.

Create a single EC-integrated template use the Hybrid Template option.

NO.39 Your client would like a specific population of inactive employees to be included in the worksheet. Which combination of settings allows you to achieve this?

Select “Including Inactive Users when defining the Method of Planner, select “All employees are eligible” under Eligibility Settings, update eligibility rules to EXCLUDE the undesired inactive employees.

Select “All employees are eligible” under Eligibility Settings, update eligibility rules to EXCLUDE the desired inactive employees.

Select “Including Inactive Users” when defining the Method of Planner, select “All employees are eligible” under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

Select “All employees are eligible” under Eligibility Settings, update eligibility rules to INCLUDE the desired inactive employees.

NO.40 Your customer would like the Reward team to be able to override the final salary of the employee by directly entering in the final amount in Executive Review. However, they want to make sure that this is only possible during the last week of the planning cycle.
How can you achieve this?

Create a custom editable Money field. In the formula to calculate the final salary, use the dateDiff() function to determine if the custom column can override the calculated value.

Create a custom read-only Money field change read-only to No on the correct date.

Create a custom editable Money field use custom validation to check that values are NOT entered until the correct date.

Create a custom editable Money field with field-based permissions set to read-only. Change the permissions to editable on the correct date.

NO.41 How can the compRating field be used to enhance the compensation worksheet? Note: There are 2 correct answers to this question.

It allows for performance form rating overrides.

It allows for performance ratings to use a different rating scale.

It allows ratings to be entered directly on the planning worksheet for those employees who do NOT have a performance form.

It allows a second rating field for guidelines.

NO.42 What is the recommended leading practice workflow for a compensation template?

Process Setup # Manager Planning # Next Level Manager Review # Final Review # Complete

Manager Planning # Next Level Manager Review # Compensation Admin Review # HR Manager Planning # Complete

Process Setup Manager Planning # Next Level Manager Review # Third Level Manager Review # Complete

Manager Planning # Next Level Manager Review # HR Manager Planning # Complete

NO.43 Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?

Enable a hard limit stop for the merit guideline in Admin Center.
* Set the maximum value to 10 for all guideline formulas.

Create a guideline rule with the High/Low Action option set to Allow in Admin Center.
* Define each guideline formula with a default value of 10.

Enable a hard limit stop for the merit guideline in Admin Center.
* Set the maximum value to 0.10 for all guideline formulas.

Set the guideline pattern to be low-high.
* Set the high value for all guidelines to be 10.

NO.44 In an EC-integrated compensation worksheet, what are some of the reasons you might include a lookup table in your configuration? Note: There are 3 correct answers to this question.

Providing budget percentage by country

Holding previous year’s salary by Employee ID

Converting a code into its text equivalent for display

Converting money values from functional to local currency

Determining appropriate car allowance by grade

NO.45 In an EC-integrated implementation, which of the following EC elements can be used to map fields? Note:
There are 3 correct answers to this question.

Biographical Information

Time Off

MDF Objects

Pay Components

Background Elements

NO.46 In provisioning for your customer’s instance, you select the “Assign default required field values for new users if none specified” option. You want to import a compensation-specific user data file (UDF).
Which columns are required?
Note: There are 2 correct answers to this question.

USERID

USERNAME

MANAGER

STATUS

NO.47 Your EC-integrated 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?

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.

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.

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 publish the data for this country.
*Manually modify the effective date to be that of the next country publish the data for them. Repeat for all countries.

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.

NO.48 For which customer requirement do you need to develop a custom statement?

Mix of data from compensation variable pay

Pie graph showing compensation element distribution

Different statements per employee group

Field visibility is conditional on amount

Tested Material Used To C_THR86_2505 Test Engine: https://www.practicematerial.com/C_THR86_2505-exam-materials.html

SAP C_THR86_2505 Exam Syllabus Topics:

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