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[General] Proven and Instant Method to Pass SAP C_BCHCM_2502 Exam

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【General】 Proven and Instant Method to Pass SAP C_BCHCM_2502 Exam

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SAP C_BCHCM_2502 Exam Syllabus Topics:
TopicDetails
Topic 1
  • Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions: This section of the exam measures the skills of SAP Solution Consultants and covers the integration and value proposition of SAP SuccessFactors HCM within the broader SAP Business Suite. It includes understanding how SuccessFactors complements existing SAP systems, supports cloud transformation, and enables businesses to shift from transactional systems to strategic HR processes. The section evaluates the ability to communicate the benefits and positioning of SuccessFactors in line with modern enterprise needs.
Topic 2
  • SAP SuccessFactors Core HR and Payroll: This section of the exam measures the skills of HR Technology Analysts and focuses on core human capital management capabilities offered by SuccessFactors. It includes topics related to Employee Central, payroll integration, and localization. The goal is to assess the understanding of how core HR data is managed, maintained, and used for payroll and compliance purposes within a global framework using SAP's cloud-based HR solutions.
Topic 3
  • SAP SuccessFactors Talent Management: This section of the exam measures the skills of Talent Management Specialists and covers areas related to recruiting, onboarding, learning, performance, goals, and succession planning within the SuccessFactors suite. It evaluates knowledge of how these modules work together to support the full talent lifecycle and how they help organizations attract, develop, and retain top talent through an integrated and strategic approach to talent management.

SAP Certified Associate - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions Sample Questions (Q30-Q35):NEW QUESTION # 30
What are the five key pillars of SAP SuccessFactors HCM that support the business needs of Chief Human Resoutce Officers?
  • A. Core HR, Time and Payroll | Working Capital | Learming and Talent Management | Workforce Analytics and Planning | HR Compliance
  • B. Core HR, Time and Payroll | Talent Acquisition | Learning and Talent Management | Integrated Business Planning | HR Compliance
  • C. Talent Acqisition | Learning and Talent Management | Workforce Analytics and Planning | Risk & Compliance
  • D. Core HR, Time and Payroll. |Talent Acquisition |Leaming and Talent Management | Workiorce Analytics and Planning | HR Compliance
Answer: D
Explanation:
B . Core HR, Time and Payroll | Talent Acquisition | Learning and Talent Management | Workforce Analytics and Planning | HR Compliance On learning.sap.com, SAP SuccessFactors HCM is structured around five key pillars that support CHROs' needs:
*         Core HR, Time & Payroll
*         Talent Acquisition (recruiting/onboarding)
*         Learning & Talent Management
*         Workforce Analytics & Planning
*         HR Compliance
This aligns precisely with option B, encompassing all five essential pillars discussed for CHRO-focused business support.
The other options either miss crucial components (like Time & Payroll or Analytics) or include unrelated pillars (e.g., Integrated Business Planning or Working Capital).
Final correct answer: B.

NEW QUESTION # 31
Which of the following i one of the main objectives of the Recrult to Retie business process In SAP SiccessFactors HCM?
  • A. To support the activities of the employee lifecycle
  • B. To enhance customer relationship management
  • C. To optimize supply chain logistics.
  • D. Toincrease sales revenue
Answer: A
Explanation:
B . To support the activities of the employee lifecycle
According to learning.sap.com, the Recruit to Retire business process (also known as Hire to Retire) is designed specifically to support the activities of the employee lifecycle-from planning and recruiting through onboarding, employment, and offboarding. It's an end-to-end integrated process that enables HR to manage and optimize all workforce stages directly aligned with business objectives.
❌ A. To enhance customer relationship management - Outside the scope of HR processes.
❌ C. To optimize supply chain logistics - Not part of the HR lifecycle.
❌ D. To increase sales revenue - A business goal, but not the primary objective of the Recruit to Retire process.
Final correct answer: B. To support the activities of the employee lifecycle.

NEW QUESTION # 32
Which of the following are features of SAP SuccessFactors Recruting?Note: There are 2 correct answers to this questio n.
  • A. Al features for job description content generation and candidate skilis matching
  • B. Abilty to automate the candidate-o-employee conversion process
  • C. Automated job distrbtion o job boards and sourcing channels
  • D. Automatic canciciate screening and final selection
Answer: A,C
Explanation:
Solution:
B . AI features for job description content generation and candidate skills matching SAP SuccessFactors Recruiting includes intelligent tools that help recruiters generate job descriptions, prepare interview questions, and match candidate skills to roles automatically.
✅ C. Automated job distribution to job boards and sourcing channels
The solution supports seamless, automated job posting to multiple job boards and sourcing channels, optimizing reach and tracking performance efficiently.
❌ A. Ability to automate the candidate-to-employee conversion process
That's a feature of SuccessFactors Onboarding, not Recruiting.
❌ D. Automatic candidate screening and final selection
While AI-assisted screening is available, automatic final selection is not a Recruiting feature listed on learning.sap.com.
Final correct answers: B and C.

NEW QUESTION # 33
Which o the following are key business value crivers for SAP SuccessFactors Talent Management solutions?Note: There are 2 correct ansviers o this question
  • A. Reduction in titmo heire:
  • B. Usability of analytics tools
  • C. Reduction n twmover
  • D. increased customer engagement
Answer: A,C
Explanation:
B . Reduction in turnover - SAP SuccessFactors Workforce Analytics can deliver a 5-10% reduction in employee turnover, which is cited as a key value driver of talent management solutions.
✅ D. Reduction in time to hire - SAP highlights that Recruiting and Onboarding can yield a 25-40% reduction in time to hire, making this another core business value of the suite learning.sap.com.
The other options are not directly listed as key business value drivers on learning.sap.com:
*         A. Increased customer engagement is unrelated to HR/talent management solutions.
*         C. Usability of analytics tools may be beneficial, but it's not presented as a primary business value driver in the specified context.
Correct answers: B and D.

NEW QUESTION # 34
Which of the following are tracitionally considered pilars of human resource management?Note: There are 3 correct ansviers o this question
  • A. Core HR and payroll
  • B. Tatent management
  • C. strategic planning
  • D. Learning and development
  • E. Customer experience
Answer: A,B,D
Explanation:
Based on the official SAP SuccessFactors documentation on learning.sap.com, the three traditionally recognized pillars of Human Resource Management are:
✅ A. Learning and development
*         Confirmed as one of the "traditional four pillars of human resource management" in SAP SuccessFactors: recruiting, learning and development, performance management, and compensation management.
✅ B. Core HR and payroll
*         While not listed among those same four pillars, Core HR and Payroll is a foundational, administrative cornerstone of HR-explicitly part of the SAP SuccessFactors platform's core HR capabilities, often grouped under "Core HR"
✅ C. Talent management
*         TALENT MANAGEMENT encompasses recruiting, performance, and development-directly aligning with several of those key pillars and commonly referenced as a central HR domain in SuccessFactors suite architecture.
Final selections (3 correct): A, B, and C

NEW QUESTION # 35
......
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