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[General] SAP C-THR81-2505 Exam Paper Pdf - New C-THR81-2505 Test Bootcamp

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【General】 SAP C-THR81-2505 Exam Paper Pdf - New C-THR81-2505 Test Bootcamp

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SAP C-THR81-2505 Exam Syllabus Topics:
TopicDetails
Topic 1
  • Position Management: This section of the exam evaluates the knowledge of SAP Consultants in configuring and managing Position Management functionality. It focuses on understanding position hierarchy, relationship assignments, and synchronization with job information. Candidates are assessed on how effectively they support organizational planning through accurate position data setup and integration with other SAP modules.
Topic 2
  • Scenario 1: HR Transaction Rules: This section of the exam tests the proficiency of HRIS Analysts in applying HR transaction rules within the system. It focuses on the creation and use of business rules for automating actions, enforcing data accuracy, and streamlining HR processes. Candidates demonstrate the ability to define rule contexts and apply logic relevant to specific HR transactions.
Topic 3
  • Employee Central Core: This section of the exam measures the skills of HRIS Analysts and covers the essential components of the SAP SuccessFactors Employee Central Core module. It assesses the ability to configure foundational system features, including data models, business rules, event reasons, and workflows. Emphasis is placed on navigating the core employee data lifecycle, managing personal and employment information, and maintaining organizational structure within Employee Central.
Topic 4
  • Scenario 2: Approvals for Self-Service: This section of the exam assesses the competency of SAP Consultants in configuring self-service approval workflows. It covers the setup of dynamic approval chains and ensures policy compliance for employee-initiated actions. The focus is on enabling seamless and scalable workflow automation tailored to organizational structures and user roles.

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SAP Certified Associate - SAP SuccessFactors Employee Central Core Sample Questions (Q24-Q29):NEW QUESTION # 24
Based on the screenshot below, can you identify any errors on the definition of the business rule to Default Position Attributes? Note: There are 2 correct answers to this question.

  • A. The Company field should NOT be included in the business rule.
  • B. The FTE field should be derived from the business rule to Calculate FTE based on Standard Hours.
  • C. The Parent Position field should NOT be included in the business rule.
  • D. The workflow configuration should NOT be included in the business rule.
Answer: B,C
Explanation:
C . The Parent Position field should NOT be included in the business rule:
The Parent Position field is typically derived automatically based on position hierarchy and does not require explicit inclusion in a business rule for defaulting position attributes.
D . The FTE field should be derived from the business rule to Calculate FTE based on Standard Hours:
The FTE (Full-Time Equivalent) value should be calculated using a dedicated rule that accounts for standard hours, rather than being directly included in a defaulting rule.
Including these fields inappropriately can lead to data inconsistencies or rule execution issues.

NEW QUESTION # 25
To which Job information field will you assign the Default_JobClass rule?
  • A. Employee Class
  • B. Pay Grade
  • C. Job Code
  • D. Job Title
Answer: C
Explanation:
The Default_JobClass rule should be assigned to the Job Code field in Job Information. This field serves as the key reference for deriving other job-related attributes, such as Job Title, Pay Grade, and Employee Class, ensuring that defaults are set when required.
Scenario 2: Approvals for Self-Service

NEW QUESTION # 26
Where do you enable the Enter Manager to Filter Positions option to only display manager's lower-level positions in Hire, MSS Job Information and History?
  • A. In Settings > Ul Customizing
  • B. In Configure Object Definitions > Position
  • C. In Manage Business Configuration > jobinfo
  • D. In Settings > Hierarchy Adaptation
Answer: A

NEW QUESTION # 27
How do you create country/region-specific fields (CSF) for a country that does NOT have pre- delivered Legal Entity CSF fields? Note: There are 3 correct answers to this question.
  • A. Create a new generic object.
  • B. Create a composite association on the new generic object to Legal Entity.
  • C. Create a composite association to the new generic object on Legal Entity.
  • D. Update the field criteria of the association.
  • E. Update the condition and condition values of the association.
Answer: A,C,D
Explanation:
To create country/region-specific fields (CSF) for a country that does not have pre-delivered Legal Entity CSF fields, follow these steps:
Create a New Generic Object: Develop a new generic object to define the specific fields required for the country/region. This object will store the additional data fields pertinent to the Legal Entity.
Create a Composite Association to the New Generic Object on Legal Entity: Establish a composite association from the Legal Entity to the newly created generic object. This association links the Legal Entity to the country/region-specific fields, enabling the system to recognize and utilize these fields appropriately.
Update the Field Criteria of the Association: Modify the field criteria within the association to ensure that the new fields are correctly associated with the Legal Entity. This step involves setting conditions that determine when the new fields are applicable, based on factors such as country/region.
These steps align with the standard procedures for extending the data model in SAP SuccessFactors Employee Central to accommodate country/region-specific requirements.

NEW QUESTION # 28
This is a global customer and HR admins will be assigned based on legal entity. The HR admins should be getting approval workflows from their target population.
How can you define this in one workflow?
  • A. Create a dynamic role using the Legal Entity filter and assign the Resolver type as dynamic group
  • B. Create permission groups for each legal entity and assign them to the HR admin role.
  • C. Create a dynamic role for each legal entity and assign the Resolver as the head of the legal entity.
  • D. Create dynamic groups per each legal entity and add the necessary approver steps.
Answer: A
Explanation:
For a global customer where HR admins are assigned based on legal entities and need to receive approval workflows for their target population, you can configure the workflow as follows:
Create a Dynamic Role using the Legal Entity filter.
Assign the Resolver Type as a Dynamic Group to ensure the workflow automatically routes to the correct HR admin based on the legal entity.
This configuration avoids creating multiple static workflows and simplifies management by dynamically resolving approvers based on the legal entity.
Scenario 2: Approvals for Self-Service

NEW QUESTION # 29
......
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