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SAP C_THR87_2305 Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Integration and Reporting	< 10%	- System integration 1. Reporting tools 2. Employee Central integration 3. Compensation integration 4. Data exports
Topic 2: Bonus Calculation and Payout	21% - 30%	- Compensation calculations 1. Proration rules 2. Individual performance factors 3. Payout calculations 4. Bonus formula configuration
Topic 3: Variable Pay Form Administration	11% - 20%	- Form management 1. Route maps 2. Form generation 3. Permissions 4. Executive review process
Topic 4: Variable Pay Program Settings	11% - 20%	- Program configuration 1. Employee history settings 2. Bonus plans 3. Business goals 4. Form templates
Topic 5: Permissions and Security	< 10%	- Access management 1. Executive permissions 2. Security best practices 3. Role-based permissions 4. Planner permissions
Topic 6: Business Goals and Goal Weights	11% - 20%	- Goal management 1. Goal weighting 2. Goal achievement calculations 3. Goal assignment 4. Business goal creation
Topic 7: Employee History Data	11% - 20%	- Employee data management 1. Eligibility determination 2. Background elements 3. Import employee history records 4. Data validation

SAP Certified Application Associate - SAP SuccessFactors Variable Pay 1H/2023 Sample Questions:

1. What formula do you use to suppress statements?

A) if(finalPayout=0," ")
B) if(finalPayout=0, "Yes", "No")
C) if(finalPayout=0,"FALSE","TRUE")
D) if(finalPayout=0,"Valid","Invalid")

2. Your client has a performance process where employees can enter goals. The individual part of the employee's bonus is based on the performance against these goals - but not all of them. When going through the goal setting process, the employee and their manager will discuss whether or not a goal is "bonus relevant" - that is, the employee's attainment against that goal affects their bonus at the end of the year. What is the best way to set this up without administrative intervention?

A) Relevant goal performance is imported into each employee's Assignment History.
B) Goals that are relevant to the employee's bonus need to have a different type, set when creating the goal.
C) Goals that are relevant to the employee's bonus need to be in a separate section in the performance form.
D) Goals that are relevant to the employee's bonus need to be exported from Goal Management and imported into Business Goals.

3. What is the difference between additive and multiplicative formulas for bonus calculation with respect to the impact of section weight, payout percent, and payout amount?

A) Additive formulas use section weights, whereas multiplicative formulas use payout percent.
B) Additive formulas use payout percent, whereas multiplicative formulas use section weights.
C) Additive formulas use payout percent, whereas multiplicative formulas use payout amount multiplied by section weights.

4. If the Starting Point for Manager Form Eligibility is set to "No employees are eligible", what actions can you take to include employees in the bonus plan? Note: There are 2 correct answers to this question.

A) Add employees to the history data file.
B) Use an MDF rule instead of importing eligibility rules.
C) Create a rule in Manager Form Eligibility to include employees.
D) Flag employees in the UDF as TRUE in COMPENSATION_ELIGIBLE.

5. In which customer scenarios are multiple bonus plans required in a single program? Note: There are 2 correct answers to this question.

A) In some countries, the bonus is multiplicative, while in others it is additive.
B) The bonuses of different groups of employees are affected by different business goals.
C) There are only two business goals, but the weighting of the goals varies by employee grade.
D) There is a single business goal applied to Manufacturing and Engineering, but HR is excluded from the bonus process.

Solutions:

Question # 1
Answer: C

Question # 2
Answer: B

Question # 3
Answer: C

Question # 4
Answer: C,D

Question # 5
Answer: B,C