Where can you apply rule contexts? Note: There are 2 correct answers to this question.
You have a global customer who has legal entities m multiple countries The customer wants to empower employees and managers to use the system, so they have decided to implement Employee Self-Service and Manager Self-Service The customer also has payroll integration with different systems, and for some countries, the data is manually maintained in the payroll system
The requirements are as follows
• Employees should be able to update their Personal Information, including Last Name. Marital Status, and Nationality fields
• Managers should be able to update Job Information on the employee's profile, but limited only to Location Cost Center, Probation Period Probation Period Start Date and Probation Period End Date
• Only HR admins should have access to approve the workflows, and the manager should only get CC notifications for Personal Information (Name. Marital Status, and Nationality change) For all other changes, the manager should not get any information or notification
• HR admins should be able to change Personal Information as well as Employment information and the HR Business Partner needs to approve these. If the HR admin needs to change the Compensation Information, approval will need to be granted by their own manager
• For one country, there needs to be another approval from the data team, who will manually maintain the payroll system
The table below summarizes the permissions for each role:
How should you build the IF condition to identify the user when the employee is updating their own Personal Information?
A)
B)
C)
D)
In your project, the client asks for a mechanism by which a workflow can be approved by any one of a pool of people. What tool would you use to configure the group?
Which fields must be enabled for the HRIS element payComponentNonRecurring? Note: There are 3 correct answers to this question.
What does SAP SuccessFactors recommend when you create custom associations between foundation objects (FO)?
An employee is changing their Last Name, so a CC workflow notification should be sent to their manager. When is the CC workflow notification sent out?
What field of the country-specific Corporate Address element is required in the Corporate Data Model?
You nave a global customer who has legal entities in multiple countries The customer wants to empower employees and managers to use the system, so they have decided to implement Employee Self-Service and Manager Self-Service The customer also has payroll integration with different systems, and for some countries, the data is manually maintained in the payroll system
The requirements are as follows
Employees should be able to update their Personal Information, including Last
Name Marital Status, and Nationality fields
Managers should be able to update Job Information on the employee's profile, but limited only to Location. Cost Center. Probation Period. Probation Period Start
Date: and Probation Period End Date.
Only HR admins should have access to approve the workflows, and the manager should only get CC notifications for Personal Information (Name Marital Status, and Nationality change) For all other changes, the manager should not get any information or notification
HR admins should be able to change Personal information as well as Employment
Information, and the HR Business Partner needs to approve these. If the HR admin needs to change the Compensation Information approval will need to be granted by their own manager For one country, there needs to be another approval from the data team who will manually maintain the payroll system
The table below summarizes the permissions for each role:
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.
How do you set the Event Reason Derivation rule to ensure event reasons are NOT overwritten?
You have a global customer who has legal entities In multiple countries The customer wants to empower employees and managers to use the system, so they have decided to implement Employee Seif-Service and Manager Self-Service The customer also has payroll integration with different systems, and for some countries, the data is manually maintained In the payroll system
The requirements are as follows
• Employees should be able to update their Personal information, including Last Name. Marital Status, and Nationality fields
• Managers should be able to update Job information on the employee's profile but limited only to Location. Cost Center. Probation Period. Probation Period Start Date, and Probation Period End Date
• Only HR admins should have access to approve the workflows, and the manager should only get CC notifications for Personal Information (Name. Marital Status, and Nationality change) For all other changes, the manager should not get any information or notification
• HR admins should be able to change Personal Information as well as Employment information, and the HR Business Partner needs to approve these If the HR admin needs to change the Compensation Information approval will need to be granted by their own manager
• For one country, there needs to be another approval from the data team who will manually maintain the payroll system.
The table below summarizes the permissions for each role:
An employee will be changing their nationality information on their own. How do you build the IF condition in the business rule so they can do this?
A)
B)
C)
D)
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.
Which destination objects do you select for the Valid When and Composite associations? Note: There are 2 correct answers to this question.
What are some of the position management application-specific rule scenarios? Note: There are 3 correct answers to this question.
Your customer would like to automate its company's HR transactions. This includes auto-populating fields to reduce data entry errors and automating approvals during self-service transactions.
You are asked to create the following rules based on your customer's requirements:
• Three event reason derivation rules (ERD1, ERD2, ERD3)
• A separate catch-all event reason derivation rule (ERD-Catch)
• A workflow derivation rule based on event reasons (WFD)
• A rule to auto-populate the Job Title. Pay Grade, and Employee Class field values in the Job Information whenever the job code is changed (Defauit_JobClass)
• A rule to use AddressChange workflow for any address change requests (WFD_Address)
• A cross-entity rule to auto-calculate the Base_Salary amount based on
) changes to the FTE value for any event other than Hire or Rehire
(Joblnfo_FTE_Comp)
Answer the questions to ensure the event reasons and workflow rules adhere to SAP SuccessFactors recommended practices.
Which clause meets the WFD_Address rule requirement?
A)
B)
C)
D)
Which object supports &&NO_OVERWRITE&& in imports? Note: There are 2 correct answers to this question.
What does it mean when a position is subjected to capacity control?
Manager A initiated a job code change for Employee X with an effectivity date of January 15. Another manager initiated the same request, but for January 30. What happens to the workflows triggered by both transactions?
How do you trigger a business rule to populate the Standard Hours field from Legal Entity records in the Add New Employee wizard?
Which steps are required to set up the Auto Delegation feature for a workflow in Employee Central? Note: There are 2 correct answers to this question.
You want the Timezone field to be pre-populated when the location record is changed in Job Info. How do you configure this?
What actions can you initiate from the Position Org chart? Note: There are 3 correct answers to this question.
Your customer would like to automate its company's HR transactions. This includes auto-populating fields to reduce data entry errors and automating approvals during self-service transactions.
You are asked to create the following rules based on your customer's requirements:
. Three event reason derivation rules (ERD1. ERD2, ERD3)
• A separate catch-all event reason derivation rule (ERD-Catch)
• A workflow derivation rule based on event reasons (WFD)
• A rule to auto-populate the Job Title, Pay Grade, and Employee Class field values in the Job Information whenever the job code is changed (Default_JobClass)
• A rule to use AddressChange workflow for any address change requests (WFD_Address)
• A cross-entity rule to auto-calculate the Base_Salary amount based on changes to the FTE value for any event other than Hire or Rehire (Joblnfo_FTE_Comp)
Answer the questions to ensure the event reasons and workflow rules adhere to SAP SuccessFactors recommended practices.
Which rule supports the Default_JobClass requirement?
A)
B)
C)
D)
How do you configure alert recipients?
Which fields are required when importing Personal Information? Note: There are 2 correct answers to this question.