SAP C_THR81_2311 Dumps

To which Job information field will you assign the Default_JobClass rule?

Which permission controls a user's access to the Edit button in the history of Job Information?

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.

In which entities is Alert Notification supported? Note: There are 2 correct answers to this question.

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

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

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)

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

How does the system connect the country-relevant Legal Entity fields to a country? Note: There are 2 correct answers to this question.

What is generic object foTranslation used for in SAP SuccessFactors Employee Central?

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.

Where can you apply rule contexts? Note: There are 2 correct answers to this question.

Which mathematical formula must be set in the THEN condition to meet the JobInfo_FTE_Comp rule requirement?

You need to create a one-to-many association from Location to Legal Entity. You also need to configure filtering of the Location field based on the Company field in the Job Information block. What do you need to add to the data models? Note: There are 2 correct answers to this question.

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?

Your customer needs to set up a workflow to direct approval processes to the head of a business unit. Which approver type do you use?

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)

Which of the following processes in Position Management are controlled from Position Management Settings? Note: There are 3 correct answers to this question.

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

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 Self-Service and Manager Self-Service. The customer also has payroll integration with different systems and for some countries, the data ts 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:

The HR admin has to change the salary of an employee, which will trigger a workflow for the employee's manager. The employee's manager should be able to edit the transaction if the proposed amount is NOT correct. Where in the workflow do you need to define this? Refer to the screenshot to answer the question.

Your customer wants to create an association, with the requirement that one division can belong to many business units. What association do you need to build?

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

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

• 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 condition must be used for the JobInfo_FTE_Comp rule?

A)

B)

C)

D)

Which events are NOT supported by event reason derivation? Note: There are 2 correct answers to this question.