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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: Oct 06, 2026
Q & A: 82 Questions and Answers
C-THR86-2411 Free Demo download
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SAP C-THR86-2411 Exam Syllabus Topics:
| Section | Weight | Objectives |
|---|---|---|
| Employee Central Integration | 1% - 10% | - Data Integration
|
| Reporting and Administration | 1% - 10% | - Compensation Reporting
|
| Compensation Plan Templates | 31% - 40% | - Template Configuration
|
| Budget Planning | 21% - 30% | - Budget Configuration
|
| Variable Pay Fundamentals | 11% - 20% | - Variable Pay Setup
|
| Compensation Forms | 11% - 20% | - Worksheet Management
|
SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Compensation Sample Questions:
Question #1
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. 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. - B. 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. - 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.
*Map the lookup table name to the "start-date" of the pay component in the XML.
Correct Answer: B 🗳️
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Question #2
Your client uses a Salary Pay Matrix table for Pay Ranges. What are some Leading Practices Considerations around the maintenance use of these tables? Note: There are 2 correct answers to this question.
- A. Do not update salary range tables that were referenced in forms that have been launched for a prior cycle.
- B. Salary range tables should always be provided in the client's Functional Currency.
- C. Updates to salary ranges after forms are launched are dynamic; any changes in the table will impact completed forms.
- D. If the Template is integrated with Employee Central, Pay Range information MUST come from the EC Pay Range object.
Correct Answer: A,C 🗳️
Question #3
Which of the following Permissions is NOT recommended to be given to all HRBPs who are supporting a Salary Review Process?
- A. Executive Review Edit Permissions
- B. Report Permissions
- C. Compensation Management Permissions
- D. Executive Review Export Permissions
Correct Answer: A 🗳️
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Question #4
Your client has two salary plans - one for Executives another for non-Executives. Which tool can be used to combine the results from both templates in a single output document?
Note: There are 2 correct answers to this question.
- A. Aggregate export
- B. Story reports
- C. Executive Review
- D. Ad Hoc report
Correct Answer: A,D 🗳️
Question #5
Your customer is going through a divestiture would like to extract all of the historical data from compensation planning for the divested entity prior to purging the data from SAP SuccessFactors. How can you capture the compensation data from your compensation plans? Note: There are 2 correct answers to this question.
- A. Run the Rollup report.
- B. Export from the employee history file.
- C. Export from Executive Review.
- D. Run an Ad Hoc report.
Correct Answer: C,D 🗳️
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