Free SAP C_THR97_2411 Practice Exam with Questions & Answers | Set: 2

Business rules in SAP SuccessFactors Onboarding are essential for automating and validating processes like theReview New Hire DataandPersonal Data Collectionsteps. These rules ensure that data is collected correctly and reviewed by the appropriate users.

According to the SAP SuccessFactors Onboarding Implementation Guide:

SAP_ONB2_ECDataCollectionCheck(Option B): This rule is configured inConfigure Business Rulesto validate data collected during the Personal Data Collection step, ensuring it meets Employee Central requirements (e.g., mandatory fields are completed).

SAP_ONB2_HMReviewCheck(Option D): This rule assigns theReview New Hire Datastep to the hiring manager and ensures that the collected data is reviewed for accuracy before proceeding in the onboarding process.

Option A (SAP_ONB2_DataCollectionConfigSelect) is incorrect because it is not a standard rule for these steps; it does not exist in the system. Option C (SAP_ONB2_PreDay1AccessCheck) is incorrect because it controls access before the start date, not data collection or review.

Creating a new hire Onboarding record in SAP SuccessFactors Onboarding can be done through manual, automated, or integrated methods, depending on the system configuration and integration setup.

According to the SAP SuccessFactors Onboarding Configuration Guide:

By using Add New Hire to Onboarding in Admin Center(Option C): Administrators can manually create an Onboarding record using theAdd New Hire to Onboardingtool in Admin Center, which initiates the Onboarding process for a new hire.

By integrating with SAP SuccessFactors Recruiting Management(Option D): When integrated, SAP SuccessFactors Recruiting Management automatically creates an Onboarding record when a candidate is moved to theHiredstatus, triggering the Onboarding process.

By integrating with an external applicant tracking system(Option E): External applicant tracking systems (ATS) can integrate with SuccessFactors Onboarding via APIs or middleware, creating Onboarding records when candidate data is transferred.

Option A (importing a CSV file in Admin Center) is incorrect because there is no direct CSV import option in Admin Center for creating Onboarding records. Option B (importing a CSV file through Integration Center) is incorrect because Integration Center is used for data exports or imports for other purposes, not specifically for initiating Onboarding records.

To define which fields are available in Onboarding data collection steps (e.g., Personal Data Collection or Additional Data Collection), role-based permissions (RBPs) must be configured to grant access to specific data entities in SAP SuccessFactors.

According to the SAP SuccessFactors Onboarding Configuration Guide:

Employee Data(Option B): This permission category allows administrators or users to access and configure fields related to employee personal and job data, which are used in Onboarding data collection steps. It includes fields like name, address, and contact details.

Employee Central Effective Dated Entities(Option C): This category grants access to effective-dated entities in Employee Central, such asjobInfo,compInfo, andpersonalInfo, which are critical for defining fields in Onboarding data collection steps that require historical or time-based data.

Option A (Manage Workflows) is incorrect because it controls workflow approvals, not field visibility in data collection. Option D (Employee Central API) is incorrect because it pertains to API access for integrations, not field configuration for data collection.

Integrating an external HRIS with SAP SuccessFactors Onboarding requires configuring data transfers and aligning the data model to ensure seamless onboarding processes.

According to the SAP SuccessFactors Onboarding and Integration Guide:

Import Employee Data using Integration Center or OData APIs(Option B): Employee data from the external HRIS must be imported into SuccessFactors usingIntegration CenterorOData APIsto create onboarding records and populate fields like personalInfo or jobInfo.

Configure the Onboarding data model(Option C): The Onboarding data model must be configured to map fields from the external HRIS to SuccessFactors entities (e.g., personalInfo, jobInfo), ensuring data compatibility.

Create an export of new hire data using Integration Center or OData APIs(Option E): New hire data may need to be exported back to the external HRIS for synchronization, usingIntegration CenterorOData APIsto maintain consistency.

Option A (Create an export using only a middleware system) is incorrect because exports can use Integration Center or APIs, not just middleware. Option D (Configure all the Event Reasons) is incorrect because only relevant event reasons (e.g., hire, termination) need configuration, not all.

Creating a custom task for an Onboarding program in SAP SuccessFactors involves defining the task’s structure and behavior. This is typically done by creating a custom MDF object to store task-related data and defining a business rule to control the task’s logic or assignment.

According to the SAP SuccessFactors Onboarding Implementation Guide:

Create a custom MDF object(Option B): A custom MDF object is created inConfigure Object Definitionsto define the fields and structure of the task. This object is then linked to the Onboarding program to enable the task.

Define a business rule for the custom task(Option C): Business rules are configured inConfigure Business Rulesto assign the task to specific users (e.g., hiring manager or HR) or to define conditions for task completion.

Option A (Create email notifications) is incorrect because email notifications are configured separately and are not part of creating the task itself. Option D (Create a UI using the UI Template Editor) is incorrect because the UI Template Editor is used for document templates, not for defining custom tasks.

In SAP SuccessFactors, data models define the structure of employee data used across modules like Onboarding and Employee Central. The data model containing job-related information, including compensation data, is critical for onboarding processes where such data is collected or mapped.

According to the SAP SuccessFactors Onboarding Implementation Guide:

Succession Data Model(Option A): The Succession Data Model includes entities likejobInfo,compInfo, andemploymentInfo, which store job-related data (e.g., position, department) and compensation details (e.g., salary, bonuses). This model is used in Onboarding to populate and validate employee data during steps like Personal Data Collection or Additional Data Collection.

Option B (Country-Specific Succession Data Model) is incorrect because it extends the Succession Data Model with country-specific fields but is not the primary model for job-related data. Option C (Country-Specific Corporate Data Model) is incorrect because it focuses on organizational data (e.g., legal entities), not employee job or compensation data. Option D (Corporate Data Model) is incorrect because it primarily defines organizational structures, not employee-specific job or compensation details.