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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions (Q45-Q50):

NEW QUESTION # 45
Which of the following API types does SAP recommend to use to achieve clean core integrations? Note: There are 2 correct answers to this question.

A. OData
B. SOAP
C. RFC
D. IDoc

Answer: A,B

NEW QUESTION # 46
Your client has two salary plans - one for Executives another for non-Executives. Which tool can be used to combine the results from both templates in a single output document?
Note: There are 2 correct answers to this question.

A. Executive Review
B. Ad Hoc report
C. Story reports
D. Aggregate export

Answer: B,D

NEW QUESTION # 47
Which of the following requires the use of custom validations? Note: There are 2 correct answers to this question.

A. An error message when adjustments are entered in two different fields
B. An error message when planners enter a promotion without changing pay grade
C. An error message when the maximum guideline is exceeded
D. A warning message when the budget is exceeded

Answer: B,D

NEW QUESTION # 48
Which of the following tasks require that worksheets are moved to Complete before they can be performed?
Note: There are 2 correct answers to this question.

A. Compensation Plan Activity Audit
B. Publishing Compensation Results in Employee Central
C. Generating Compensation Statements
D. Exporting data from Executive Review

Answer: B,C

Explanation:
In SAP SuccessFactors Compensation, certain actions require that worksheets are marked as "Complete" to finalize and lock in all data. This requirement ensures data integrity and consistency across various processes in the compensation cycle.
* Option A: "Generating Compensation Statements"
* Before generating compensation statements, it is necessary to complete the worksheets. Once a worksheet is marked as "Complete," it locks the data, allowing for consistent and finalized data to be used in the compensation statements.

NEW QUESTION # 49
What triggers can be used to force a planner to add comments without using custom validations? Note: There are 2 correct answers to this question.

A. When an employee's final salary is below range penetration minimum.
B. When an employee's raise exceeds the range penetration maximum.
C. An employee is NOT given a raise, stock, or options at all.
D. Any time an employee is given a raise, stock, or options.

Answer: C,D

Explanation:
In SAP SuccessFactors Compensation, comments can be required to provide context or justification for certain compensation decisions, without the need for custom validations.
* Force Comments Based on Actions Taken or Not Taken
* Option A: When an employee is awarded a raise, stock, or options, SuccessFactors can be configured to prompt a mandatory comment. This is managed through standard settings without custom validation.
* Option C: Conversely, if an employee does not receive a raise, stock, or options, a forced comment rule can ensure planners justify this decision.
* Why Other Options Are Incorrect
* Options B and D are not standard triggers for forced comments in SAP SuccessFactors Compensation. These types of validations would typically require custom validation logic.
* Reference Documentation
* SAP SuccessFactors Compensation Guide on Standard Comment Rules and Force Comment Settings.

NEW QUESTION # 50
......

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