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C_THR87_2211 is an SAP certification exam, so C_THR87_2211 is the first step to set foot on the road of SAP certification. C_THR87_2211 certification exam become more and more fiery and more and more people participate in C_THR87_2211 Exam, but passing rate of C_THR87_2211 certification exam is not very high.When you select C_THR87_2211 exam, do you want to choose an exam training courses?

To pass the SAP C-THR87-2211 exam, candidates must demonstrate a strong understanding of the SAP SuccessFactors Variable Pay solution and its associated business processes. They must also be able to configure and implement the system in a way that meets the needs of their organization. The exam covers a wide range of topics, including variable pay plans, budgeting, and forecasting. Candidates must be familiar with key terminology and concepts related to variable pay, as well as be able to troubleshoot issues that may arise during implementation.

The SAP C-THR87-2211 exam is a certification test for individuals seeking to become SAP Certified Application Associates in SAP SuccessFactors Variable Pay 2H/2022. It is a challenging exam that tests the candidate's knowledge and skills in the area of variable pay, which is an important component of successful talent management. The exam is designed to evaluate the candidate's proficiency in the implementation and configuration of SAP SuccessFactors Variable Pay.

The SAP C_THR87_2211 (SAP Certified Application Associate - SAP SuccessFactors Variable Pay 2H/2022) Exam is designed for individuals who are interested in becoming certified in the SAP SuccessFactors Variable Pay module. This certification is intended for candidates who have a strong understanding of the SAP SuccessFactors platform and are looking to gain expertise in the area of variable pay.

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SAP Certified Application Associate - SAP SuccessFactors Variable Pay 2H/2022 Sample Questions (Q47-Q52):

NEW QUESTION # 47
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 50% and Country Performance is weighted 50%B. 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%C. 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%D. 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%

Answer: A,C

NEW QUESTION # 48
Bonuses for all engineers at your client are calculated as follows: Basis (prorated salary X bonus target) X company achievement. Bonuses for all marketing staff at your client are calculated as follows: Basis X
50% individual achievement + 50% company achievement. How can this be implemented? Note: There are 2 correct answers to this question.

A. One variable pay program using Base X Business Performance X Individual Performance. Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individual.B. One variable pay program that uses Base X (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% individual and the other 50% corporate and 50% individualC. One variable pay program that uses Base X (Business Performance + Individual Performance). Two bonus plans: one with the weighting 100% corporate and the other 50% corporate and 50% individual.D. Two variable pay programs: one using Base X Business Performance and using Base X (Business Performance + Individual Performance). The additive plan uses one business goal section weighted at
50%

Answer: C,D

NEW QUESTION # 49
Which of the following tools can you use to reorder the fields in the Assignment Details section (as shown in the screenshot)?

A. Succession data modelB. Configure Label Names and VisibilityC. Column DesignerD. Variable Pay XML template

Answer: C,D

NEW QUESTION # 50
What does the Enable Guideline Optimization setting do? Note: There are 2 correct answers to this question.

A. It requires relaunching the form when guidelines are changed during mid-cycle.B. It changes the guidelines so they are updated on the form immediately.C. It helps render the worksheet faster when there are more than 1,000 guideline formulas.D. It locks the guideline rule settings so they are un-editable after form launch.

Answer: B,C

NEW QUESTION # 51
Company XYZ rewards its sales employees based on company and individual performance. Each employee's target bonus is a percentage of their salary. Both company and individual performance are combined, then multiplied by the basis. Employees are assigned weighted goals under company performance (revenue, profit, etc.). Which of the following bonus calculation equations is best to use for this organization?

A. base x (business performance + individual performance)B. base x business performance x individual performanceC. base + (business performance + individual performance)D. base x (business performance x individual performance)

Answer: A

NEW QUESTION # 52
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