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

  • Exam Code: C-THR86-2411
  • Exam Name: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation
  • Updated: Sep 13, 2026
  • Q & A: 82 Questions and Answers

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SAP C-THR86-2411 Exam Syllabus Topics:

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

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

Question #1

Your client requests that no employee be eligible for a merit increase greater than 10%. Which configuration steps must you perform?

  • A. Set the guideline pattern to be low-high.
    *Set the high value for all guidelines to be 10.
  • B. Enable a hard limit stop for the merit guideline in Admin Center.
    *Set the maximum value to 10 for all guideline formulas.
  • C. Create a guideline rule with the High/Low Action option set to Allow in Admin Center.
    *Define each guideline formula with a default value of 10.
  • D. Enable a hard limit stop for the merit guideline in Admin Center.
    *Set the maximum value to 0.10 for all guideline formulas.
Answer: B
Question #2

What action is required to enable Employee Central integration for a template?

  • A. Update pay guide format.
  • B. Reload guidelines.
  • C. Provide an effective date
  • D. Enable field-based permissions.
Answer: C

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Question #3

Your customer has two pay components, with IDS SALARY_US SALARY_UK, that are used for employees' base salary in their respective countries. They want to plan for all employees on a single worksheet using the employees' periodic salary, NOT the annual value.
What is the best way to accomplish this?

  • A. Ensure the Used for Comp Planning flag of the pay components is set to Comp do NOT map to a specific pay component ID in the worksheet.
  • B. Create a pay component group that includes both pay components use that for the planning.
  • C. Create two custom columns map each to the pay components. Use a third custom column to display whichever is non-zero.
  • D. Create two different templates use eligibility rules to ensure employees appear on the correct one.
Answer: A
Question #4

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.
    *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.
  • B. 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.
  • C. 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.
  • D. 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.
Answer: A

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Question #5

You configure the following salary rule in the compensation plan template:
How does the system behave?

  • A. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
    *The planner CANNOT save the merit increase by selecting Cancel in the pop-up message.
  • B. A pop-up message asks the planner if the exceeded amount should be assigned to Lump Sum.
    *The planner can save the merit recommendation by selecting Cancel in the pop-up message.
  • C. The rule prevents the planner from saving the merit increase.
    *The planner must go back change their merit recommendation.
  • D. The rule alerts the planner that the range penetration threshold has been exceeded the merit field text turns red.
    *The planner can save the merit recommendation.
Answer: B

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