EMT Practice Test

1. Question Content...

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Question1: Your EC-integtated client wishes to plan on monthly salaries (or employees in the UK. but on annual salaries for employee in the US All employees have their salaries stored in EC with a single pay component with a frequency of monthly' because of payroll integration constraints.Which of the following options is a solution for this requirement?

Question2: You configure the following salary rule in the compensation plan template,see Image.

How does the system behave?

Question3: Your customer is based in the UK and has a functional currency of GBP. However, they also have offices in the US (USD). France (EUR), and Germany (EUR) They would like the budget displayed in local currency for alt planners for example. German planners see the budget in EUR. not GBP.How can you best accomplish this?Note There are 2 correct answers to this question

Question4: While validating the current cycles compensation statements you want to prevent them from being visible on employee profile while still allowing access to past compensation statements How can you accomplish this?

Question5: As part of the approval process your client wants to make sure that the planners have a full view of how their direct and indirect reports have adhered to their allocated budgets before their worksheets can be approved.How can you best show this information?

Question6: Your client, who uses SAP SuccessFactors Employee Central wants to make sure that only employees who have been with the company more than 2 years are eligible for a Lump Sum. How do you build the eligibility rule to make this happen?

Question7: A customer's performance process has a Final Review step at the end of the route map during which the reward team reviews the recommendations that have been made to ensure budget spend meets limits.The merit guideline is based upon performance rating, compa ratio, and two custom fields. Country and Job Family The customer wishes that the merit increase is reset to the default when the Country changes for an employee, but NOT when the Job Family changes.How can this requirement be met?

Question8: Your client wants to restrict entry into the Lump Sum field to only members of the reward team.How can you achieve this?

Question9: Your EC-integrated template has an Effective Date of April 1 under Worksheet Settings. Your eligibility rule states that only grade 1 employees are eligible for compensation. On March 1 an employee is grade 1. but on April 15 they are promoted to grade 2 On April 16 you run Update all worksheets with the checkbox 'Update worksheet to reflect any employee s eligibility changes selected.What happens on the worksheet for this employee?

Question10: Your customer uses a look-up table to calculate custom budgets, as shown in the screenshot.

The budget is based on an employee s country and status In the template the country is defined with field ID customCountry and the status Is defined with field ID customStatus.What is the correct syntax to calculate the adjustment budget?

Question11: Your customer has implemented SAP SuccessFactors Employee 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 for all employees regardless of where their employee data sits.What is the recommended approach to this scenario?

Question12: Your non-EC customer v/ants only users in Pay Grade 1 and 2 to be ineligible for Lump Sum. Pay Grades 3 through 9 are eligible.What can you do to fulfill this requirement?Note. There are 3 correct answers to this question.

Question13: You have configured a worksheet for a client that uses the following formula in a custom column of type Money (curSalary ' lookupCbudgettable" customCountry 1))/100. The lookup table 'budget_table' is configured with one input and one output There are three rows in the table*USA =5*GBR = 3*' = 2 When the worksheet loads the column displays correctly but when a merit value is changed il switches to NfA for the employee What could be done to fix this behavior?

Question14: Each employes has a custom number code assigned to them. However, your customer wants to display the name instead of the code on the worksheet If the code is NOT in the table, the customer wants blanks to be displayed.What would you define as the last row in your lookup table?

Question15: Your client requests that no employee be eligible for a merit increase greater than 10%.Which configuration steps must you perform?

Question16: You use date-based proration and you do NOT include a proration end date in your template. What dates does the system use to calculate the proration percent?

Question17: When generating compensation statements, you notice that only the number is appearing for the rating, not the text. How can you correct this?

Question18: Which compensation permissions are typically enabled in role-based permissions for Human Resources Business Partners?Note There are 2 correct answers to this question.

Question19: What are the valid hierarchy types available when selecting the Method of Planner in Compensation?Note There are 3 correct answers to this question.

Question20: A customer is using the Standard Manager hierarchy and would like the following approval process:/
1.Planning Manager/
2.Next Level Manager/
3.Reward Team member who launched the forms. How will you set this up in the Route Map?

Question21: Which information is included in the rollup report?Note There are 2 correct answers to this question

Question22: Your client wants to ensure that planners justify their decision to NOT give an employee a merit increase.What is the best way to accomplish this?

Question23: You want to rename the Salary tab of the compensation plan template.Which field section must you configure?

Question24: Which actions are controlled by role-based permissions? Note There are 2 correct answers to this question.

Question25: Which of the following requires the use of custom validations?Note There are 2 correct answers to this question

Question26: What functions are available in a compensation profile?Note There are 3 correct answers to this question.

Question27: Your client has a requirement for the salary process where the approval workflow should have the following main steps.1.Manager makes recommendations/2.Next Level Manager approves the recommendations but CANNOT send the form back for changes/3.Third level manager reviews the approval and CAN send the form back to the Next Level Manager for changes.How can you set up the system to meet this requirement?

Question28: Which of the following functions in Admin Center can you use to delete compensation worksheets for active planners?Note There are 2 correct answers to this question

Question29: What checks can you make with the Check tool? Note there are 2 correct answers to this question.

Question30: Your customer wants to include information on the planning form that is visible and read-only to planners, but may be edited by the Reward Team. How can you achieve this?

Question31: You ate implementing compensation in an EC-inlegrated environment and you are NOT using the promotion functionality.To where can you publish data?Note. There are 3 correct answers to this question.

Question32: Your customer has the requirement that employees with low performance ratings have a different text in their statement than those with high performance ratings How can you accomplish this?

Question33: Your EC-integrated client has set up the Pay Range object to use Pay Grade Legal Entity, and Geo Zone as inputs.Keeping the order of the Attributes in mind which columns do you need to assign as Attributes in the Salary Pay Matrix section of the Plan Setup page?