Biografía
C_THR87_2411最新知識、C_THR87_2411対応資料
P.S.ShikenPASSがGoogle Driveで共有している無料の2025 SAP C_THR87_2411ダンプ：https://drive.google.com/open?id=1NqzzmNazZLGaBdqkz5OBlANlQM8lCJx5
ShikenPASSのSAPのC_THR87_2411試験トレーニング資料は高度に認証されたIT領域の専門家の経験と創造を含めているものです。私たちのIT専門家は受験生のために、最新的なSAPのC_THR87_2411問題集を提供します。うちの学習教材の高い正確性は言うまでもありません。受験生が最も早い時間で、一回だけでSAPのC_THR87_2411認定試験に合格できるために、ShikenPASSはずっとがんばります。
SAP C_THR87_2411 認定試験の出題範囲：
| トピック |
出題範囲 |
| トピック 1 |
- Calculation of Variable Pay: This section assesses the expertise of a Calculation Specialist in defining the methods used to compute variable pay amounts. It includes configuring formulas, thresholds, caps, and performance measures that influence payout calculations, ensuring accuracy and fairness.
|
| トピック 2 |
- Plan Eligibility and Rules: This domain focuses on an Eligibility Analyst and covers determining which employees or groups qualify for specific variable pay plans. It details the configuration of eligibility criteria, such as job role, department, or performance metrics, to ensure appropriate targeting and compliance.
|
| トピック 3 |
- Variable Pay Fundamentals and Strategy: This section targets an HR Compensation Specialist and covers the business concepts behind variable pay programs, including different types of variable pay (incentives, bonuses) and their strategic role in employee motivation and performance management. It includes understanding compensation structures and aligning them with organizational goals.
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| トピック 4 |
- Compliance and Security: This final section focuses on a Compliance Officer and covers ensuring that variable pay configurations adhere to legal, regulatory, and organizational policies. It includes managing data security, audit trails, and permission roles to protect sensitive compensation information.
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| トピック 5 |
- Integration and Workflow Management: This part targets an Integration Coordinator and covers the integration of variable pay processes with other SAP SuccessFactors modules like Employee Central and Performance & Goals. It also includes managing workflows related to approvals, notifications, and data synchronization.
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>> C_THR87_2411最新知識 <<
SAP C_THR87_2411対応資料、C_THR87_2411参考資料
当社の設立以来、私たちはC_THR87_2411試験資料に大規模な人材、資料、および財源を投入してきましたが、これまで、私たちは間違いなく研究資料を全世界に紹介し、幸運を求めるすべての人々を作るという大胆な考えを持っています より良い機会は、彼らの人生の価値を実現するためのアクセス権を持っています。 したがって、当社のC_THR87_2411練習問題は、試験に合格し、より良い未来を勝ち取るのに役立ちます。 また、常に先駆的な精神を持ち続け、あなたの道を歩むプロジェクトに積極的に取り組みます。
SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Variable Pay 認定 C_THR87_2411 試験問題 (Q37-Q42):
質問 # 37
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 exclude employees who have given their notice from the bonus payout calculation
- B. To include inactive users as part of the payout calculation
- C. To include inactive users as part of the Variable Pay form
- D. To exclude employees who have given their notice from the Variable Pay form
正解：D
質問 # 38
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 30% and Country Performance is weighted 30%
- B. 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%
- C. 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%
- D. 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%
正解：C、D
質問 # 39
You have an Employee Central client who wants to calculate the basis, based on employee-specific dat a. From which of the following areas can you get this data? Note: There are 2 correct answers to this question.
- A. Pay Component non-recurring
- B. Job information
- C. Job relationships
- D. Compensation information
正解：B、D
質問 # 40
A customer updated an employee's assignment date using the employee history editor, but the proration amount remained the same in the worksheet. How can you correct this?
- A. Update Goal Result and Update worksheets.
- B. Calculate Bonus and Update worksheets.
- C. Delete the user from their worksheet and add them back into the worksheet.
- D. Delete the existing worksheet and then launch a new set.
正解：B
質問 # 41
From where can you pull fields to assign business goals to employees through the business goals import file?
- A. Bonus plan weights
- B. Summary level standard fields
- C. Summary level custom reportable fields
- D. Employee history fields
正解：D
質問 # 42
......
ShikenPASSのC_THR87_2411試験トレントの合格率は、効果的で有用を証明する唯一の基準であるというのは常識です。 C_THR87_2411試験問題の利点についての一般的な考えは既にお持ちのことと思いますが、C_THR87_2411ガイドトレントの最大の強みである最高の合格率をお見せしたいと思います。 SAP統計によると、C_THR87_2411ガイドトレントのガイダンスに従って試験を準備したお客様の合格率は、98〜100％に達し、C_THR87_2411試験トレントを20〜30時間しか練習していません。
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