SAP Certified Application Associate - SAP SuccessFactors Compensation Q2/2016: C_THR86_1605 Exam
"SAP Certified Application Associate - SAP SuccessFactors Compensation Q2/2016", also known as C_THR86_1605 exam, is a SAP Certification. With the complete collection of questions and answers, ExamcollectionPass has assembled to take you through 95 Q&As to your C_THR86_1605 Exam preparation. In the C_THR86_1605 exam resources, you will cover every field and category in SAP Application Associate Certification helping to ready you for your successful SAP Certification.
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- Exam Code: C_THR86_1605
- Exam Name: SAP Certified Application Associate - SAP SuccessFactors Compensation Q2/2016
- Certification Provider: SAP
- Corresponding Certification: SAP Application Associate
- Updated: Sep 07, 2026
- No. of Questions: 95 Questions & Answers with Testing Engine
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SAP C_THR86_1605 Exam Syllabus Topics:
| Section | Weight | Objectives |
|---|---|---|
| Integration and Advanced Features | 6%-10% | - Route map configuration - Integration with Employee Central - LTI and stock plans |
| Compensation Data and Calculations | 18%-22% | - Job code and pay grade mapping - Salary and adjustment calculations - Compa-ratio and range penetration |
| Budget Management | 12%-16% | - Cascading budget configuration - Budget calculation and adjustment - Budget setup and allocation |
| Guidelines and Eligibility | 10%-14% | - Eligibility rules and criteria - Standard vs custom guidelines - Guideline configuration |
| Compensation Plan Template Configuration | 16%-20% | - Template setup and creation - XML configuration and Success Store - Role-based permissions (RBP) |
| Compensation Statements and Reporting | 8%-12% | - Statement template design - Compensation history setup - Ad hoc reports and dashboards |
| Worksheet Design and Display | 14%-18% | - Column and field configuration - Executive review settings - Formulas and business rules |
SAP Certified Application Associate - SAP SuccessFactors Compensation Q2/2016 Sample Questions:
Your customer has the following requirements for their compensation plan:
1 . Use a hard stop in the customer's guidelines
2 . Display only the high and low values in the compensation worksheet.
3 . Display a prompt message to planners if they go outside of the high/low values.
Which guideline rule settings must you set to fulfill these requirements?
Please choose the correct answer.
Response:
- A. <comp-guideline-pattern>min-max</comp-guideline-pattern>Hard Limit: Yes High/Low Action: Allow
- B. <comp-guideline-pattern>min-max</comp-guideline-pattern>HardLimit: Yes High/Low Action: Warn
- C. <comp-guideline-pattern>low-high</comp-guideline-pattern>Hard Limit: Yes High/Low Action: Warn
- D. comp-guideline-pattern>low-high</comp-guideline-pattern>Hard Limit: Yes High/Low Action: Allow
Your customer's budget for merit is 3% of the employee's annual salary. A full time employee has worked
for the company for half of the year. The guidelines for this employee show adjusted values for the 50%
work time.
Your customer does NOT want to give the manager the full budget for this employee. Only 50% of the
employee's calculated budget is to be included in the budget total. How can you accomplish this?
Please choose the correct answer.
Response:
- A. Set 50% as the value for the employee in the user data file (UDF) field COMPENSATION_FTE.
- B. Enable prorating in the guidelines in the Admin Tools.
- C. Enable prorating in the budget calculation in the Admin Tool.
- D. Set 50% for the value in the user data file (UDF) field SALARY_BUDGET_MERIT_PERCENTAGE.
You want to extract the entire compensation from SuccessFactors and import it to your own Human
Resource Information System (HRIS).
Which report must you run to capture compensation data from your current compensation plan?
Please choose the correct answer.
Response:
- A. Spreadsheet report
- B. Budget roll-up report
- C. Aggregate export report
- D. Compensation adjustment report
Which rating source combinations can you use to configure a compensation plan template?
There are 2 correct answers.
Response:
- A. A rating from a Performance Management (PM) form. A rating from a different PM form depending on
which PM form was assigned to an employee. - B. A rating from a Performance Management (PM) form. A Comp Rating from the compensation
worksheet for employees who do NOT have a PM form. - C. A rating from a Performance Management (PM) form. An imported rating from the user data file for
employees who do NOT have a PM form - D. A rating from a 360 form. A Comp Rating from the compensation worksheet for employees who do
NOT have a 360 form.
Your customer is setting up a stock factor table based on job level, as shown in the attached screen shot.
Which job level is properly configured? Please choose the correct answer.
Response:
- A. MGR_1
- B. MGR_3
- C. MGR_4
- D. MGR_2
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