Biography
信頼的なSAP C-THR87-2405最速合格 &合格スムーズC-THR87-2405テスト問題集 |実用的なC-THR87-2405学習教材
BONUS！！！ Jpshiken C-THR87-2405ダンプの一部を無料でダウンロード：https://drive.google.com/open?id=1WtfIaGRxV_llVEVK0Oy3pKWVSAXHBwSf
当社は長年にわたり、クライアントに最高のC-THR87-2405練習問題を提供し、テストC-THR87-2405認定試験にスムーズに合格できるように常に努めています。当社は、国内の有名な業界の専門家を募集し、優秀な人材をC-THR87-2405学習ガイドを編集し、お客様に心から奉仕するために最善を尽くしました。当社は、お客様が私たちの神であり、C-THR87-2405トレーニング資料の品質に関する厳格な基準であるというサービス理念を設定しています。
SAP C-THR87-2405認証はIT業界にとても重要な地位があることがみんなが、たやすくその証本をとることはではありません。いまの市場にとてもよい問題集が探すことは難しいです。でも、Jpshikenにいつでも最新な問題を探すことができ、完璧な解説を楽に勉強することができます。
>> C-THR87-2405最速合格 <<
Jpshiken C-THR87-2405最速合格 - 今すぐ入手
従来の見解では、練習資料は、実際の試験に現れる有用な知識を蓄積するために、それらに多くの時間を割く必要があります。 Jpshikenただし、SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Payの学習に関する質問はSAPその方法ではありません。 以前のC-THR87-2405試験受験者のデータによると、合格率は最大98〜100％です。 最小限の時間と費用で試験に合格するのに役立つ十分なコンテンツがあります。C-THR87-2405 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay準備資料の最新コンテンツで学習できるように、当社の専門家が毎日更新状況を確認し、彼らの勤勉な仕事と専門的な態度が練習資料に高品質をもたらします。 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Payトレーニングエンジンの初心者である場合は、疑わしいかもしれませんが、参照用に無料のデモが提供されています。
SAP C-THR87-2405 認定試験の出題範囲：
トピック
出題範囲
トピック 1
- Integration Scenarios: This section assesses the Compensation Analyst or Specialist's ability to connect Variable Pay with Employee Central, focusing on the setup and execution of integration projects.
トピック 2
- Bonus Plans: The Compensation Analyst or Specialist will be tested on their knowledge of establishing bonus plans and their associated processes.
トピック 3
- 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.
トピック 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.
トピック 5
- 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.
トピック 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.
トピック 7
- Managing Clean Core: The Compensation Analyst or Specialist will be assessed on their understanding of streamlining variable pay processes through the application of clean core principles to improve efficiency and innovation within the ERP system.
トピック 8
- 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.
SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay 認定 C-THR87-2405 試験問題 (Q54-Q59):
質問 # 54
Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary × bonus target) × company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis × 50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.
- A. One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual
- B. One variable pay program using Base × Business Performance × Individual Performance. Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual.
- C. Two variable pay programs: one using Base × Business Performance and using Base × (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at 50%
- D. One variable pay program that uses Base × (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.
正解：C、D
質問 # 55
In which ways can the basis be configured in a non-EC integrated plan? Note: There are 2 correct answers to this question.
- A. Imported from employee history
- B. Imported from user data file
- C. Imported from goal management
- D. Imported from bonus plan
正解：A、B
質問 # 56
Assume a starting point of "All employees are eligible" and all employees will appear on the worksheet regardless of employee history. Why would you use Manager Form Eligibility Rules?
- A. To include inactive users as part of the Variable Pay form
- B. To exclude employees who have given their notice from the bonus payout calculation
- C. To exclude employees who have given their notice from the Variable Pay form
- D. To include inactive users as part of the payout calculation
正解：B
質問 # 57
Company ABC rewards its employees using an additive plan based on company (50% weight) and individual (50% weight) performance. An employee's target bonus is 4,000 (100% payout). The company performance is based on two objectives, each weighted at 50% - revenue and operating Income. The revenue objective achievement is 80% and the operating income objective achievement is 90%. If the Individual achievement is 150%, which expression best represents how the bonus is calculated?
- A. 4000 x 150% x (80% x 50% + 90% x 50%)
- B. 150% x (4000 x 50% x (80% + 4000 x 50% x 90%
- C. 4000 x 150% + 4000 x (80% x 50% + 90% x 50%)
- D. 4000 x 50% x (80% x 50% + 90% x 50%) + 4000 x 50% x 150%
正解：D
質問 # 58
Your client wants to award quarterly bonuses, where the quarters are aligned as follows: Q1: November 1-January 31. Q2: February 1-April 30. Q3: May 1-July 31. Q4: August 1-October 31. Bonuses are paid at the end of each quarter. Which of the following combinations of configuration options would work for this scenario?
- A. One variable pay template with the bonus start date November 1 and end date October 31, and the bonus plan multiplier set to 25%
- B. 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 full on October 31
- C. 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
- D. Four variable pay templates, with the bonus start and end dates aligned with the customer's dates and employee history to match
正解：A、C
質問 # 59
......
JpshikenはSAP試験問題集を提供するウエブダイトで、ここによく分かります。最もよくて最新で資料を提供いたします。こうして、君は安心でC-THR87-2405試験の準備を行ってください。弊社の資料を使って、１００％に合格を保証いたします。もし合格しないと、われは全額で返金いたします。
C-THR87-2405テスト問題集: https://www.jpshiken.com/C-THR87-2405_shiken.html
BONUS！！！ Jpshiken C-THR87-2405ダンプの一部を無料でダウンロード：https://drive.google.com/open?id=1WtfIaGRxV_llVEVK0Oy3pKWVSAXHBwSf
