C_THR86_2505

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The dumps for C_THR86_2505 exam was last updated on Apr 02,2026 .

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Question#1

What can be configured under Define Standard Validation Rules? Note: There are 2 correct answers to this question.

A. Split to Lump Sum when exceeding salary range.

B. Force comment when recommendation is outside guidelines.

C. Disallow save when budget is exceeded.

D. Update guideline hard limit.

Question#2

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?

A. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "no-raise."

B. Use custom validations with the formula 'if(merit>0,"FALSE","TRUE")".

C. Edit the XML add a comp-force-comment-config tag with the mode attribute set to "guideline."

D. Under Define Standard Validation Rules, add a Force Comment Rule with the mode set to "raise."

Question#3

Your customer uses SAP SuccessFactors Employee Central has the following setup:
• Pay Component (id = "SALARY")
• Pay Component (id = "CARALLOWANCE")
• Pay Component (id = "HOUSEALLOWANCE")
• Pay Component Group (id = "TC") made up of the above three components.
The Use for Compa-Ratio Calculation flag is set to Yes for this group.
The customer performs total cash (TC) planning, that is, planners adjust the overall TC. Both the car housing allowances are fixed values based on employee grade. If an employee is promoted on the worksheet, these allowances may change. Salary is whatever TC is left over after the new allowances are updated.
How do you best implement this request while maximizing integration?

A. Map TC to the standard Current Salary field. • Use the Merit column for the TC update. • Use the finSalary field some custom columns to calculate the components publish those back to E

B. Map TC to the standard Current Salary field. • Use the Merit column for the TC update. • Publish the finSalary value back to the pay component group in EC have business rules split the sum into the components.

C. Map TC to the standard Current Salary field. • Use the Merit column for the TC update. • Extract the new TC with a report manually create import files to update E

D. Map SALARY to the standard Current Salary field TC to meritTarget. • Use merit to update the TC use custom fields to allow planners to update the allowances. • Publish each component back separately.

Question#4

In provisioning for your customer's instance, you select the "Assign default required field values for new users if none specified" option. You want to import a compensation-specific user data file (UDF).
Which columns are required? Note: There are 2 correct answers to this question.

A. USERID

B. USERNAME

C. MANAGER

D. STATUS

Question#5

What is the recommended leading practice workflow for a compensation template?

A. Process Setup → Manager Planning → Next Level Manager Review → Final Review → Complete

B. Manager Planning → Next Level Manager Review → Compensation Admin Review → HR Manager Planning → Complete

C. Process Setup Manager Planning → Next Level Manager Review → Third Level Manager Review → Complete

D. Manager Planning → Next Level Manager Review → HR Manager Planning → Complete

Exam Code: C_THR86_2505 Q & A: 80 Q&As Updated: Apr 02,2026

Full C_THR86_2505 Exam Dumps Here

Exam Code: C_THR86_2505
Q & A: 80 Q&As
Updated: Apr 02,2026

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