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NEW QUESTION 38 Which rating source combinations you can use to configure a compensation plan template? 2 correct answers

• A. A rating from a performance management RM form A comp rating from the worksheet for employee who do not have PM form
• B. A rating from a performance management PM form A rating from a different PM form, a depending on which PM form was assigned to an employee
• C. A rating from a 360 form A comp rating from the compensation worksheet for employees who do not have 360 form

Answer: A,B   NEW QUESTION 39 Your customer has implemented SAP SuccessFactors Empl Central (EC) and now wishes to implement a single global compensation template. However, only part of the organization is in Employee Central; some countries are still using SAP ERP, but there are plans to move to SAP Successfactors Employee Central over the next two years. The customer wants to use the Compensation module to plan all employees, regardless of where their employee data sits. What is the recommended approach to this scenario?

• A. Create two templates-one with EC integ on and one without
• B. Create a single EC-integrated template and use the Hybrid Template option
• C. Create a single non-integrated temp ate, export the EC employees, and import them via UDF
• D. Suggest a phased approach is the non-EC employees become part of the process later as they migrate

Answer: B   NEW QUESTION 40 What action is required to enable employee central integration for template?

• A. Enable field based permission
• B. Update Pay guide formats
• C. Provide an effective date
• D. Reload Guidelines

Answer: A   NEW QUESTION 41 Your customer uses SAP essfactors Employee Central and has the following setup: Pay Component (id = Pay Component "CARALLOWANCE") Pay comp e Cid = "HOUSEALLOWANCE") Payment Group (id = "TC") made up of the above three components. The Use for Compa-Ratio Calculation la s t to Yes for this group. er performs TC (total cash) planning, that is, planners adjust the overall TC. Both the car and housing all ces are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances hange. Salary is whatever TC is left over after the new allowances are updated, w 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.Publish the finSalary value back to the pay component group in EC and have business rules split the sum into the components.
• B. 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.
• C. 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.
• D. Map TC to the standard Current Salary field.Use the Merit column for the TC update.Use the finSalary field and some custom columns to calculate the components and publish those back to EC.

Answer: D   NEW QUESTION 42 A customer's performance process has a collaboration step that happens after the compensation forms are launched. The customer is using compensation guidelines with defaults. How can you ensure default guidelines are fully reflected when a

• A. Se the force default on rating within guidelines to NO
• B. RE run update all worksheets job from manage worksheet
• C. Set the default guidelines associated with the original performance rating to YES

Answer: C   NEW QUESTION 43 ......