Q37. In which cases should the value for CREATE Respects Target Criteria be set to Yes in the Position object definition? Note: There are 2 correct answers to this question.

Q38. When the manager updates the location of an employee, the HR admin must be the approver. N that the HR admin, manager, and HR Business Partner have access to change the location. How do you create the IF condition for the workflow derivation rule to meet the above requirement.

Q39. How should you build the IF condition to identify the user when the employee is updating their ov Personal Information?

Q40. In which business rule scenario do you use model base objects? Note: There are 2 correct answers to this question.

Q41. 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?

Q42. How do you create country-specific fields for the Legal Entity object?

Q43. The employee is changing their marital status. Once the workflow is approved, the manager gets notification via e-mail that this change has been processed. The manager then goes into the syst and checks the workflow, but notices that they can see more fields than the ones for which they should receive a notification (Name, Marital Status, and Nationality).
Why is that?

Q44. How do you enable a cost center in the Succession Data Model to be used as a filter in a permission group?

Q45. 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
In which order must you assign the rules?

Q46. In which order must you assign the rules?
In which order must you assign the rules?

Q47. In which of the following HRIS elements do you assign workflow derivation rules for new hires?

Q48. What is the recommended practice to start the event reason derivation rules?

Q49. 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.

Q50. What actions can you initiate from the Position Org chart? Note: There are 3 correct answers to this question.

Q51. 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.

Q52. How does the system validate the destination object for composite associations?

Q53. In a generic object with a picklist field, what must be entered in the Valid Values Source?

Q54. 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?

Q55. Which condition must be used for the JobInfo_FTE_Comp rule?

Q56. What does it mean when a position is subjected to capacity control?

Q57. What does SAP SuccessFactors recommend when you create custom associations between foundation objects (FO)?

Q58. 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.