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SAP Certified Application Associate - SAP SuccessFactors Compensation 1H/2023 Sample Questions:

1. Your client has a requirement for the salary process where the approval workflow should have the following main steps.1.Manager makes recommendations/2.Next Level Manager approves the recommendations but CANNOT send the form back for changes/3.Third level manager reviews the approval and CAN send the form back to the Next Level Manager for changes.How can you set up the system to meet this requirement?

A) In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User
B) In the route map assign the third step to EMM and use the Out of Turn Access option under Advanced Options
C) In the route map use a Collaboration step as the third step with EM as the Entry User and EMM as the Exit User
D) In the route map use an Iterative step as the third step with EM as the Entry User and EMM as the Exit User.

2. 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 and status In the template the country is defined with field ID customCountry and the status Is defined with field ID customStatus.What is the correct syntax to calculate the adjustment budget?

A) toNumber(lookupf2018_BudgetPoor customCountrycustomStatus
B) toNumbGr(lookupC20l8_BudgetPoor.customCountry.cu$tomStatu$.1))'curSalary
C) toNumberflookup('2018_BudgetPoor. customCountry customStatus2))'curSalary
D) toNumber(lookup('20l8_BudgetPool'.customCountry.cuslomStatus.adjuslment))'curSalary
E) Adjustment))*curSalary

3. Your customer uses SAP SuccessFactors Employee Central and has the following setup.*Pay Component (id = "SALARY")*Pay Component (id = CARALLOWANCE )*Pay Component (id = HOUSEALLOWANCE')*Pay Component Group (id = 'TC) made up of the above three components The Use for Compa-Ratio Calculation flag is set to Yes for this group.The customer performs total cash (TC) planning, that is. planners adjust the overall TC Both the car and housing allowances are fixed values based on employee grade If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.How do you best implement this request while maximizing Integration?

A) Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Extract the new TC with a report and manually create import files to update EC.
B) Map TC to the standard Current Salary field*Use the Merit column for the TC update*Publish the finSalary value back to the pay component group in EC and have business rules split the sum into the components.
C) Map SALARY to the standard Current Salary field and TC to meritTarget*Use merit to update the TC and use custom fields to allow planners to update the allowances.*Publish each component back separately.
D) Map TC to the standard Current Salary field*Use the Merit column for the TC update.*Use the fin Salary field and some custom columns to calculate the components and publish those back to EC

4. What can be configured under Define Standard Validation Rules?Note There are 2 correct answers to this question.

A) Spirt to Lump Sum when exceeding salary range
B) Update guideline hard limit
C) Force comment when recommendation is outside guidelines
D) Disallow save when budget is exceeded

5. Which actions are controlled by role-based permissions? Note There are 2 correct answers to this question.

A) Updating a Compensation Statement
B) Making changes through Executive Review
C) Editing columns on a worksheet
D) Opening compensation worksheets

Solutions: