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SAP C_THR81_2505 Prüfungsplan:

Thema
Einzelheiten

Thema 1

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.

Thema 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.

Thema 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.

Thema 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 C_THR81_2505 Prüfungsfragen mit Lösungen (Q46-Q51):

46. Frage
An HR admin/Global Mobility person must create a transfer for an employee. The employee will be moving from Position A in Team A to Position B in Team B. Both managers will have to approve the transfer.
How do you configure a two-step workflow so that the approval goes first to the current manager and second to the future manager?

A. By selecting in Step 1: Role - Self-Source
* By selecting in Step 2. Role- Manager - Target
B. By selecting in Step 1. Role-Manager - Source
* By selecting in Step 2: Role - Manager - Target
C. By selecting in Step 1. Position Relationship - Parent Parent Position - Source
* By selecting in Step 2: Position Relationship - Parent Position - Target
D. By selecting in Step 1: Role - Manager - Source
* By selecting in Slep 2. Role-Manager Manager - Target

Antwort: B

Begründung:
Scenario 2: Approvals for Self-Service
To configure a two-step workflow where the approval first goes to the current manager and then to the future manager, you must set the following in the workflow:
Step 1: Role - Manager - Source (current manager of the employee).
Step 2: Role - Manager - Target (future manager of the employee).
This setup ensures that the workflow sequentially routes approval to both the current and future managers.

47. Frage
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 Parent Position field should NOT be included in the business rule.
C. The FTE field should be derived from the business rule to Calculate FTE based on Standard Hours.
D. The workflow configuration should NOT be included in the business rule.

Antwort: B,C

Begründung:
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.

48. Frage
How do you trigger a business rule to populate the Standard Hours field from Legal Entity records in the Add New Employee wizard?

A. Event Type: onInit; Base Object: Standard Hours
B. Event Type: onEdit; Base Object: Employee Information
C. Event Type: onChange; Base Object: Employee Information
D. Event Type: onSave: Base Object: Legal Entity

Antwort: A

Begründung:
To populate the Standard Hours field from Legal Entity records in the Add New Employee wizard, the business rule should be configured with:
Event Type: onInit
This event triggers the rule during the initialization phase of the Add New Employee wizard.
Base Object: Standard Hours
The rule applies to the Standard Hours field, pulling data from the Legal Entity record.
Other event types such as onChange, onEdit, or onSave are not appropriate for pre-populating fields during the Add New Employee process.

49. Frage
How do you configure alert recipients?

A. Recipients are configured in Manage Data.
B. Recipients are configured within the EC Alerts business rule.
C. Recipients are configured as workflow contributors.
D. Recipients are configured as workflow approvers.

Antwort: D

50. Frage
What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.

A. Integrate clean core practices in the end-to-end value process chain.
B. Establish release management.
C. Define roles and responsibilities as part of a process transformation office.
D. Establish an organizational structure, technical foundation, and transformation methodology for clean core.
E. Establish regular housekeeping tasks and procedures.

Antwort: A,C,D

Begründung:
SAP recommends the following guiding principles to maintain clean core operations:
Integrate Clean Core Practices in End-to-End Processes: Embed clean core strategies throughout the value chain for consistency.
Define Roles and Responsibilities: Establish clear accountability for clean core implementation via a process transformation office.
Organizational and Technical Foundation: Develop a robust framework, including technical structures and methodologies, to drive clean core adherence.
Other activities like release management and regular housekeeping are operational best practices but not core guiding principles.
Scenario 1: HR Transaction Rules

51. Frage
......

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