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SAP Certified Associate - SAP SuccessFactors Employee Central Core Sample Questions (Q67-Q72):

NEW QUESTION # 67
A customer has scheduled an HRIS sync job, which includes mapping of job titles, to run every Friday. On Tuesday, an employee's job title is changed via Manager Self-Service (MSS) to become effective on Thursday.
When will the synchronization happen?

A. Friday, when the sync job completes
B. Tuesday, the day the transaction is entered
C. Saturday, the day after the sync job completes
D. Thursday, when the change becomes effective

Answer: A

Explanation:
In SAP SuccessFactors Employee Central, the HRIS synchronization (sync) job is responsible for aligning data between different modules and ensuring consistency across the system. When an employee's job title is changed via Manager Self-Service (MSS) with an effective date set to Thursday, and the HRIS sync job is scheduled to run every Friday, the synchronization will occur on Friday, when the sync job completes.
This means that any changes made effective on Thursday will be synchronized during the next scheduled HRIS sync job on Friday. Therefore, the correct answer is C. Friday, when the sync job completes.

NEW QUESTION # 68
What are some SAP recommended guiding principles to achieve clean core operations? Note: There are 3 correct answers to this question.

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

Answer: A,C,E

Explanation:
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

NEW QUESTION # 69
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. Option D
B. Option B
C. Option A
D. Option C

Answer: B

Explanation:
In order for an employee to change their nationality information on their own, the IF condition must:
Validate that the Context.Current User is equal to Login User (ensures that the logged-in user is making the changes).
Check if the Nationality.Value is not equal to the Nationality.Previous Value (ensures that a change is being made).
Scenario 2: Approvals for Self-Service

NEW QUESTION # 70
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 for each legal entity and assign the Resolver as the head of the legal entity.
B. Create permission groups for each legal entity and assign them to the HR admin role.
C. Create dynamic groups per each legal entity and add the necessary approver steps.
D. Create a dynamic role using the Legal Entity filter and assign the Resolver type as dynamic group

Answer: D

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 # 71
You have updated several position departments using Import and Export data, but the incumbent's data still shows the previous information for the department hris-field.
What are some possible causes for this data inconsistency? Note: There are 2 correct answers to this question.

A. The business rule to sync data changes sets the Position Department to be equal to Job Information.Department.
B. The technicalParameters value has NOT been set to SYNC in the position records.
C. The technicalParameters column with a value of SYNC has NOT been included in the import file.
D. The business rule to sync data changes sets the Job Information.Department to be equal to Job Information.Position.Department.

Answer: A,C

Explanation:
B . The technicalParameters column with a value of SYNC has NOT been included in the import file:
When importing position data, the technicalParameters column with the value "SYNC" must be included to ensure that changes to position attributes are synchronized to the incumbent's data.
C . The business rule to sync data changes sets the Position Department to be equal to Job Information.Department:
If the rule is incorrectly configured, the department field on the incumbent's job information may not update as expected. The correct configuration should align the position department with the incumbent's job information.
These factors contribute to discrepancies between position and incumbent data.

NEW QUESTION # 72
......

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