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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation : C-THR86-2411 Exam

C-THR86-2411 Exam Questions
  • Exam Code: C-THR86-2411
  • Exam Name: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation
  • Updated: Oct 06, 2026
  • Q & A: 82 Questions and Answers
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SAP C-THR86-2411 Exam Syllabus Topics:

SectionWeightObjectives
Reporting and Administration1% - 10%- Compensation Reporting
  • 1. Ad hoc reporting
  • 2. Standard reports
- Role-Based Permissions
  • 1. Security configuration
  • 2. Permission management
Compensation Plan Templates31% - 40%- Template Configuration
  • 1. Field-based permissions
  • 2. Route map configuration
  • 3. Compensation worksheet setup
- Eligibility Rules
  • 1. Planner assignment rules
  • 2. Employee eligibility configuration
Variable Pay Fundamentals11% - 20%- Variable Pay Setup
  • 1. Business goals configuration
  • 2. Bonus calculation setup
Employee Central Integration1% - 10%- Data Integration
  • 1. Foundation object usage
  • 2. Employee data mapping
Budget Planning21% - 30%- Budget Configuration
  • 1. Budget import and export
  • 2. Budget calculation methods
- Guidelines
  • 1. Guideline matrices
  • 2. Lookup table configuration
Compensation Forms11% - 20%- Planner Experience
  • 1. Recommendations and adjustments
  • 2. Approval workflow
- Worksheet Management
  • 1. Launching compensation forms
  • 2. Executive review process

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:

Question #1

Which of the following fields can be used to group budgets? Note: There are 2 correct answers to this question.

  • A. Pay Grade (payGrade)
  • B. Any custom, reportable, read-only String field
  • C. Currency Code (localCurrencyCode)
  • D. Performance Rating (pmRating)
Reveal Solution  Discussion  0

Correct Answer: B,C  🗳️

Question #2

Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.
What is the best way to accomplish this?

  • A. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."
  • B. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".
  • C. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."
  • D. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."
Reveal Solution  Discussion  0

Correct Answer: A  🗳️

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Question #3

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?

  • A. 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.
  • B. 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.
  • C. 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.
  • D. 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.
Reveal Solution  Discussion  0

Correct Answer: D  🗳️

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Question #4

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.
Reveal Solution  Discussion  0

Correct Answer: C,D  🗳️

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Question #5

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?

  • A. toNumber(lookup("2018_BudgetPool", custom Country,customStatus,1))"'curSalary
  • B. toNumber(lookup("2018_BudgetPool,custom Country, customStatus, Adjustment))*curSalary
  • C. toNumber(lookup("2018_BudgetPool", custom Country,customStatus,adjustment))"curSalary
  • D. toNumber(lookup("2018_BudgetPool", custom Country.customStatus,2))"'curSalary
Reveal Solution  Discussion  0

Correct Answer: A  🗳️

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