Dashboards in SAP SuccessFactors are powerful analytical tools designed for data visualization. A key characteristic is their flexibility in handling time-based data. They allow users to configure date ranges to view historical trends (past dates) as well as future-dated information, which is crucial for strategic planning and forecasting. To align with organizational reporting structures, dashboards can also be configured to use custom calendars (e.g., a fiscal calendar) instead of the standard calendar year, ensuring that metrics and trends are presented in a context that is relevant to the business's cycles.

A. Dashboards can contain up to 15 widgets.

This is incorrect. Standard dashboards in SAP SuccessFactors can typically contain up to 20 tiles (widgets), so the limit of 15 is inaccurate.

D. Dashboards do NOT use effective dates.

This is incorrect. A fundamental principle of SAP SuccessFactors Employee Central is effective-dating. Dashboards must respect and utilize effective dates to provide accurate point-in-time reporting and historical data snapshots.

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1. SAP SuccessFactors Reporting and Analytics (People Analytics) | Administration Guide: This guide details the configuration of reporting artifacts. In the section on managing report settings, it discusses the configuration of date ranges and calendar options. It confirms that reports and dashboards can be built to show data for various time periods and can be adapted to custom fiscal calendars. (Refer to sections on "Date Options" and "Managing Time in Analytics").

2. Implementing and Using Dashboards in SAP SuccessFactors: This official SAP guide specifies the technical limitations and features of dashboards. It states the maximum number of tiles (widgets) allowed on a dashboard is 20. It also explains how date filters and dimensions are used to query data, which inherently relies on the effective-dated nature of the underlying data source, especially for Employee Central. (Refer to sections on "Dashboard Design Principles" and "Technical Specifications").

3. Implementing Employee Central Core | Official SAP Documentation: This guide explains the core data model of Employee Central, emphasizing the concept of effective-dating for all foundational and employee-related objects. Any tool that reports on this data, including dashboards, is designed to interpret these effective-dated records to show data as of a specific date. (Refer to the chapter on "Data Objects and the Effective-Dating Model").

The requirement is to withhold the payment of an earned bonus until a specific condition (60 days of employment) is met. In SAP Commissions, the process flow moves from calculation to deposit. A deposit rule is responsible for moving calculated earnings into a balance that is ready for payment. The specific feature designed for this scenario is a conditional hold on the deposit rule. This allows the bonus to be calculated and recorded but prevents it from being paid out until the hold condition (employee tenure ≥ 60 days) is satisfied.

A. Add a conditional hold to a credit rule.

A credit rule determines who receives credit for a transaction. Holding at this stage would prevent the representative from getting credit for the sale, which is incorrect.

C. Add a condition to a deposit rule.

While a conditional hold is a type of condition, "conditional hold" is the precise term for the feature that temporarily withholds payment, making option B more specific and accurate.

D. Add a condition to an incentive rule.

An incentive rule calculates the bonus amount. Adding a condition here would prevent the bonus from being calculated at all, meaning the representative would not earn it.

1. SAP Help Portal - SAP Commissions: Deposit Rules

Reference: In the SAP Commissions documentation, the section on "Rules" describes the different types of rules in a compensation plan. The documentation for Deposit Rules explicitly states their function is to move earnings to a final balance for payment. It further details the use of "Holds" to defer these deposits based on specified conditions. This aligns directly with holding a payment until a tenure requirement is met. (Document accessible via SAP Help Portal for SAP Commissions).

2. SAP Learning Hub - Course THR70: SAP Commissions - Implementation and Administration

Reference: Unit 5: "Compensation Plan Design and Rules". This unit details the compensation calculation process flow: Credit -> Measurement -> Incentive -> Deposit. It explains that Deposit Rules are the final step before payment and that conditional holds are applied at this stage to manage payment eligibility and timing, using employee attributes like hire date to determine tenure.

The Compensate and Pay pipeline in SAP SuccessFactors Incentive Management is a sequential, four-stage process designed to calculate commissions and incentives. It begins with Classification, where incoming transactions are categorized based on predefined rules. Next, in the Allocation stage, these classified transactions are assigned to the appropriate payees or positions. The Reward stage then calculates the actual incentive or commission amounts based on the allocated data and compensation plan rules. Finally, the Pay stage aggregates these calculated amounts, finalizing the payment values to be processed and sent to payroll systems. This sequence ensures accurate and traceable incentive compensation processing.

B. "Post" is typically an accounting function that occurs after the payment amount is finalized, not a core stage of the payment calculation pipeline itself.

C. This option incorrectly omits the foundational "Classify" and "Allocate" stages, which are essential for processing raw transaction data.

D. This option omits the critical "Reward" stage, which is the core calculation engine where the actual incentive value is determined.

1. SAP Help Portal - SAP SuccessFactors Incentive Management: The official documentation describes the processing pipeline. It states, "The pipeline is a sequence of stages that process transactions. The stages are Classification, Allocation, Rewarding, and Payment."

Source: SAP Help Portal, SAP SuccessFactors Incentive Management > Processing > Pipeline.

2. SAP Learning Hub - Course THR70 (SAP SuccessFactors Incentive Management): The official training material for the CTHR702505 certification explicitly details the Compensate and Pay pipeline. Unit 3, "Processing," covers the four stages in the exact sequence: Classify, Allocate, Reward, and Pay.

Source: SAP Learning Hub, Course THR70, Unit 3: Processing, Lesson: The Pipeline.

In SAP SuccessFactors, each user has direct control over their own personal settings and default preferences. Through the "Settings" or "Options" menu, a user can manage their language, time zone, notification preferences, password, and other personal information. This functionality is a core feature designed to allow individuals to personalize their user experience. While administrators and proxies have extended rights, the fundamental ability to set up and manage one's own default preferences is exclusive to the user of that account.

A. Any user for which you are a proxy: While you can perform many actions as a proxy, managing certain personal preferences of another user is often restricted and is not the primary design intent. The core management is for your own account.

B. Any user account in the system: This level of access is restricted to administrators with specific permissions (e.g., "Manage User"). A standard user cannot change the preferences of other users.

C. The administrator account only: All users, including non-administrators, can manage their own account preferences. This capability is not exclusive to the administrator role.

1. SAP SuccessFactors HXM Suite, Getting Started with SAP SuccessFactors, Document Version: 2H 2023.

Section: "Setting Your Personal Information and Options"

Content: This section explicitly details how users can access the "Settings" page to change their own personal information, including language, time zone, and notification settings. It states, "You can set your own options to personalize your experience." This confirms that management of preferences is tied to one's own user account.

2. SAP SuccessFactors HXM Suite, SAP SuccessFactors Platform, Document Version: 2H 2023.

Section: "Proxy Management"

Content: The documentation on proxy rights explains the scope and limitations of a proxy user. While a proxy can act on behalf of another user, the system is designed around the principle that each user manages their own profile settings directly. The question asks about the account for which you can set preferences, with the primary and intended account being your own.

An indirect credit rule is the appropriate choice for this scenario. This rule type is specifically designed to handle hierarchical credit assignments, often referred to as "roll-ups." It allows credit from a transaction, initially assigned to a primary participant (the sales representative), to be passed up the organizational hierarchy to other participants, such as direct and regional managers, based on predefined relationships. This directly addresses the requirement of distributing percentages of a transaction to multiple levels of management.

A. Direct credit rule: This rule assigns credit only to the participant directly associated with the transaction (the sales representative). It does not handle rolling credit up to managers.

B. Secondary measurement rule: This rule performs additional calculations on a measured value (e.g., applying accelerators or tiers). It does not assign or distribute credit.

D. Primary measurement rule: This rule determines the initial compensable value from a transaction (e.g., revenue, margin). It measures the "what," not the "who," of compensation.

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1. SAP Help Portal, SAP Commissions Administrator Guide: "Rule Types". This guide defines the purpose of each rule. It states, "Indirect Credit Rule: Assigns credit to participants who are indirectly associated with the transaction, for example, through a hierarchy. This rule type is used for manager overrides and roll-ups." This directly supports the use of an indirect credit rule for the described rolling relationship. (Accessed via SAP Help Portal for SAP Commissions, latest version).

2. SAP Help Portal, SAP Commissions Administrator Guide: "Credit Rules". This section further elaborates, "A direct credit rule assigns credit to the participant who is directly associated with the transaction... An indirect credit rule assigns credit to participants who are indirectly associated with the transaction, for example, through a hierarchy." This distinction confirms that direct credit is for the primary earner and indirect credit is for the hierarchy. (Accessed via SAP Help Portal for SAP Commissions, latest version).