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[General] C-THR81-2505 Online Version | Latest C-THR81-2505 Braindumps Pdf

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【General】 C-THR81-2505 Online Version | Latest C-THR81-2505 Braindumps Pdf

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SAP C-THR81-2505 Exam Syllabus Topics:
TopicDetails
Topic 1
  • 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 2
  • 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 3
  • 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.
Topic 4
  • 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.

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SAP Certified Associate - SAP SuccessFactors Employee Central Core Sample Questions (Q25-Q30):NEW QUESTION # 25
Which action will trigger a system validation for an in-progress workflow?
  • A. Terminating an employee
  • B. Rehiring an inactive employee
  • C. Updating Job Information with the same effective date
  • D. Adding a new employee
Answer: A
Explanation:
Updating Job Information with the same effective date triggers a system validation for an in-progress workflow.
When an in-progress workflow exists, updates to Job Information with the same effective date can cause conflicts, as the system needs to validate if the changes are permissible without interfering with the pending workflow.
This is designed to ensure data consistency and avoid duplicate or conflicting entries.
Other options, such as rehiring, adding a new employee, or terminating an employee, are not related to triggering validations for in-progress workflows.

NEW QUESTION # 26
A business rule triggers a transfer event reason when an employee's location is changed. Which base object would you use for this business rule?
  • A. Employee Information Model
  • B. Job Information
  • C. Job Information Model
  • D. Employee Information
Answer: C
Explanation:
When creating a business rule to trigger a transfer event reason upon a location change, the Job Information Model is the correct base object. This is because location is a field within the Job Information entity, and changes to fields within this entity are best handled using the Job Information Model base object for related rules.
C: Job Information Model

NEW QUESTION # 27
Which mathematical formula must be set in the THEN condition to meet the Jobinfo_FTE_Comp rule requirement?
  • A. (Base Salary/Previous FTE Value) X Current FTE Value
  • B. (Previous FTE Value - Current FTE Value) X Base Salary
  • C. (Base Salary/Current FTE Value) X Previous FTE Value
  • D. (Current FTE Value-Previous FTE Value)/Base Salary
Answer: A
Explanation:
The formula (Base Salary / Previous FTE Value) X Current FTE Value ensures that the base salary is adjusted correctly when there is a change in the Full-Time Equivalent (FTE) value. This formula maintains salary proportionality by recalculating the base salary based on the ratio of the new FTE value to the previous FTE value. It is critical in cases where FTE adjustments impact an employee's compensation.
Scenario 1: HR Transaction Rules

NEW QUESTION # 28
Due to confidentiality reasons, when the HR Business Partner (maintained in Job Relationship) is creating a change in salary for an employee, this action will need to be approved by the manager of the HR Business Partner creating the request.
How do you define this in the workflow when filling in the Approver Type, Approver Role, Context, and Relationship to Approver? Refer to the screenshot to answer the question
  • A. By selecting in Step 1: Role - Employee HR - Source - Employee
  • B. By selecting in Step 1: Role - Employee HR-Source- Initiator
  • C. By selecting in Step 1: Role - Manager - Source - Initiator
  • D. By selecting in Step 1: Role - Self-Source - Initiator
Answer: C
Explanation:
To ensure that the salary change initiated by the HR Business Partner is approved by their manager, you need to configure the workflow with the following details:
Approver Type: Manager
Approver Role: Manager
Context: Initiator (this ensures the approval request is routed to the manager of the person initiating the workflow).
Relationship to Approver: From the initiator's position, the system derives the relationship to their manager.
Selecting Role: Manager - Source: Initiator in Step 1 aligns with these requirements.
Scenario 2: Approvals for Self-Service

NEW QUESTION # 29
Which of the following are possible options when working with SAP SuccessFactors Employee Central employee identifiers? Note: There are 3 correct answers to this question.
  • A. A user can have multiple user ids.
  • B. Once generated, you CANNOT change a person id external.
  • C. Once generated, you CANNOT change a user id.
  • D. A user can have only one user id.
  • E. A user can have only one person id external.
Answer: A,C,E
Explanation:
In SAP SuccessFactors Employee Central, employee identifiers are managed as follows:
A . Once generated, you CANNOT change a user id.
The User ID serves as a unique identifier for an employee's employment record. Once assigned, it cannot be altered.
D . A user can have multiple user ids.
An employee may possess multiple User IDs, especially in scenarios involving concurrent employment or global assignments. Each employment instance is associated with a distinct User ID.
E . A user can have only one person id external.
The Person ID External uniquely identifies an individual across all employment records within the system. An employee is assigned a single Person ID External, regardless of the number of employments.
Options B and C are incorrect:
B . A user can have only one user id.
This is incorrect because, as mentioned, an employee can have multiple User IDs corresponding to different employment instances.
C . Once generated, you CANNOT change a person id external.
This is incorrect. While the Person ID External is intended to be a stable identifier, it can be changed if necessary, though such changes should be managed carefully to maintain data integrity.

NEW QUESTION # 30
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