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SAP C-THR87-2405 Exam Syllabus Topics:

Topic	Details
Topic 1	Variable Pay Program Settings: In this exam section, the Compensation Analyst or Specialist will be tested on the skills regarding configuring variable pay program settings, including hierarchy methods, goal gates, accelerators, flexible payout curves, proration, and decentralized administration.
Topic 2	Bonus Plans: The Compensation Analyst or Specialist will be tested on their knowledge of establishing bonus plans and their associated processes.
Topic 3	Bonus Calculation Methods: The Compensation Analyst or Specialist will be assessed on their knowledge of various bonus calculation methods, particularly assignment-based rating, and the differentiation between additive and multiplicative formulas. They will also be evaluated on their ability to calculate final payout.
Topic 4	Eligibility: This section evaluates the Compensation Analyst or Specialist's ability to determine employee eligibility for variable pay programs, considering factors like employment status and historical data.
Topic 5	Variable Pay Form: This section examines the Compensation Analyst or Specialist's skills in designing and configuring variable pay forms, including customizing appearance, data input, and calculations.
Topic 6	Employee History Data and Background Element: The Compensation Analyst or Specialist will be assessed on their knowledge of configuring the Variable Pay background element and Employee History data file, establishing relationships between them, and utilizing assignment dates effectively.
Topic 7	Business Goals and Goal Weights: This section targets Compensation Analysts or Specialists and tests their understanding of defining and weighting business goals, configuring goal plan templates, and creating corresponding files.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay Sample Questions (Q35-Q40):

NEW QUESTION # 35
In which customer scenario do you need to create more than one bonus plan in the same program?

A. The customer has multiple sets of business goals.
B. The customer has multiple plan period date ranges.
C. The customer is using multiple bonus calculation formulas.
D. The customer has multiple route maps.

Answer: A

NEW QUESTION # 36
Which mathematical operations can be used with standard bonus calculation equations? Note: There are 2 correct answers to this question.

A. Addition
B. Subtraction
C. Multiplication
D. Division

Answer: A,C

NEW QUESTION # 37
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 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%
C. 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%
D. 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%

Answer: A,C

NEW QUESTION # 38
How is goal payout determined when using the direct payout function type?

A. The higher amount between the direct payout percentage and the performance maximum payout percentage will be used.
B. The lower amount between the direct payout percentage and the performance minimum payout percentage will be used.
C. The lower amount between the direct payout percentage and the estimated target payout calculation will be used.
D. Direct payout percentage will override normal performance payout calculation.

Answer: D

NEW QUESTION # 39
Your customer is using a hybrid variable pay template because Employee Central (EC) has NOT been implemented within the entire company. How will you make sure that eligibility rules apply to both (EC and non-EC) target populations? Note: There are 3 correct answers to this question.

A. Enable global eligibility rule.
B. Configure multiple rules by EC entity for the program.
C. Use Bonus Plan Eligibility.
D. Include inactive employees.
E. Use Manager Form Eligibility.

Answer: B

NEW QUESTION # 40
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