SAP SuccessFactors Interview Questions and Answers

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SAP SuccessFactors Interview Questions and Answers

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Q1) What is SAP SuccessFactors?

Answer: SuccessFactors is a key element that is required for every organization or a project to achieve its mission. They are called success factors because of their explanatory behavior which results in successful performance in the job.

Q2) What is the importance and benefits of SAP SuccessFactors?

Answer: It is important for suggestions and analyzing the information provided by HR managers to predict the success factor. The benefits of using SAP SuccessFactors are the following:

• Increased productivity
• Better design integrity
• Better analytics
• Enhanced Quality of product

Q3) What Is A Dtd?

Answer: DTD stands for Document Type Definition of the data model
Q4) In what way does Employee Central integrate with other SuccessFactors Products?
Answer: Employee Central internally Integrates with other SuccessFactors products via HRIS Sync.

Q5) What does a succession data model contain?

Answer: Succession Data Model consists of employee records. This model is used for configuring the fields which appear in the employee’s data and employment information.

Q6) what does Corporate Data Model define?

Answer: Corporate data Models define foundation objects (foundation tables) and their relationships they include Job, Organization, and Pay.

Q7) Mention the use of the propagation data model?

Answer: It is used for the auto-population from found objects.

Q8) How many data models are there in Employee Central?

Answer: Employee central contains 7 data models.

Q9) What are the other two data models that are used?

Answer: The other two data models used are as follows:

• Workflow rules.
• Event Derivation rules

Q10) Can a Success Factor chosen once for a role can be changed?

Answer: Yes, of course, it is based on the requirements of the role at any point of the process. It is volatile and hence can be changed year to year.

Q11) Why three levels are present in a framework?

Answer: The three levels of the framework are not ranked but still, explain’s a wide range of behaviors that are close to various job roles.

Q12) Do you have to choose the same level for all the SuccessFactors identified?

Answer: No, it is not necessary to choose the same level for all the SuccessFactors. But it may tend towards one level.

Q13) How do you pick the right Success Factors If you feel they are important?

Answer: To pick the right one by using the job analysis information, HR’s and other managers’ advice to determine the success factors.

Q14) How do you mark a field to be required?

Answer: To mark the field as required Set the attribute value “required=(”true”)”

Q15) Assesses of Success Factors time taking?

Answer: Initially, it takes time to assess as it is a new process because we deal with new topics, but later once you get used to it, you’ll find it beneficial.

Q16)  Is It too subjective to choose the success factors?

Answer: Success factors are benchmarks concerning subjectivity when dealing with people. The objective standard is an example of success factors.

Q17) What does a Succession Data Model contain?

Answer: The succession data model contains all the records of the employee that are present in an organization. This data model constructs both the fields as mentioned below:

• Internal (information related to employment)
• External (personal information of employee).

Q18) Will it be beneficial for a person who achieves most of the success factors in getting a promotion and salary hike?

Answer: Obviously, the success of the individual is a clear reflection of his job performance and behaviors. It is beneficial during job consideration or the payment review.

Q19) What attribute is used to mask a sensitive field?

Answer: To mask a sensitive field on screen we use “PII” attribute.

Q20)  which field is defined in Country-Specific Corporate Data Model?

Answer: In the country-specific Corporate Data Model, foundation objects fields are defined.

 Q21) What do you understand by SAP SuccessFactors?

Answers: SAP SuccessFactors is the cloud-based HCM solution for effectively managing business alignment, recruitment, people performance, and employee learning activities. The whole solution developed on SaaS (Software as a Service) model and suitable every kind of business organizations.

Q22) What are the key features that are covered under SuccessFactors?

Answers: The key features that are cover under SuccessFactors are recruitment, transfers and changes, HR transactions, time off duration, payroll sheets, extension and integration; compliance, auditing, and reporting, and position management.

Q23) What are the cost benefits of using SAP SuccessFactors?

Answers: There are two major cost benefits for using SAP SuccessFactors. They are capital expenditure and operational expenditure.

Q24) How many different modules present SAP SuccessFactors?

Answers: There are ten different integrated modules present in the SAP SuccessFactors.

Q25) Name middleware that are necessary for between cloud and On-premise environment.

Answers: The two intermediate middleware necessary for implementing the integration between cloud and On-premise environment is HANA Cloud Integration (HCI) and Sap process integration (PI).

Q26) How could you externally integrate Employee Central with other items?

Answers: There is a facility of Cloud-Based Integration Platform available for external integration with other SAP products.

Q27) How could you internally integrate Employee Central with other SuccessFactors Items?

Answers: We can internally integrate Employee Central with SAP SuccessFactors Products with the help of HRIS (Human Resource Information System).

Q28) What is employee central payroll system?

Answers: SAP SuccessFactors Payroll system is a kind of cloud solution, which is used for managing activities related to the payroll such as tax benefits, compensation, and payment system.

Q29) Who are qualified for using SAP SuccessFactors Payroll system?

Answers: Customers those who want to start payroll system on cloud and people who are presently utilizing ECC for managing payroll system are qualified for using the payroll system. Customers those who want to merge their HR system with Employee Central Cloud System could also use the payroll system.

Q30) Explain the SAP SuccessFactors architecture briefly.

Answers: SAP SuccessFactors would allow business establishments to organize their HR on a cloud platform. The cloud platform could be merged with SAP ERP using SAP HCI (HANA Cloud Integration) or SAP PI (Process Integration).

Q31) How many kinds of deployment are possible with SAP SuccessFactors?

Answers: There are two possible ways to deploy SAP SuccessFactors. First one would be Full Cloud HCM (Human Capital Management) and the second one would be Talent Hybrid.

Q32) What is the number of Data Model preset in the Employee Central?

Answers: There are a total of seven different Data Models present in the Employee Central.

Q33)  What does a Succession Data Model would contain?

Answers: The Succession Data Model would store all records of employees present in the company. These types of Succession Data Model would construct fields that would be applicable for both external (employee personal information) and internal (employee’s employment information).

Q34) Does the configuration of the Succession Data Model differ on country-basis?

Answers: Yes, the configuration of the Succession Data Model might be different based on the country. The models might have different address format, information field, and standards according to the country-specific.

Q35)Definition of the Corporate Data Model.

Answers: The corporate data model is defined by the Foundation Objects Tables and their connection between each table. These tables would include information regarding the type of the business organization, job details of the employee and payment mode.

Q36) What is the main function of HRIS Propagation Data Model?

Answers: The main function of the HRIS Propagation Data Model is to perform Auto Population from Foundation Objects Tables.

Q37) Name other Data Models present in the Employee Central.

Answers: Other two Data Models present in the Employee Central would be Workflow Rules Data Model and Event Derivation Rules Data Model.

Q38) Define time-off feature of Employee Central

Answers: The Time-Off feature of Employee Central is used by those employees who want to apply for some break on medical ground or for paid time off (PTO).

Q39) What are the three basic HR transactions that happen under Employee Central?

Answers: The three basic HR transactions that happen under the Employee Central module are Manager Self Service, Employee Self Service, and preparing Organization Chart.

Q40) Mention some activities under Transfer and Changes.

Answers: Under Employee Center for Transfer and Changes, Absence details, Employee Transfer Information, demotion, and termination details. you would also Track Employee Status, information regarding promotion and

Q41) How to set a data field for the User to edit it?

Answers: You would have to set the data field attribute visible = “both” for users to edit the data fields.

Q42) How to hide sensitive data in a data field?

Answers: By setting the attribute pii = “true” you could hide to sensitive data in the data field.

Q43) What is the full form of DTD?

Answers: The full form of DTD is Document Type Definition. It is the type of Data Model present in the Employee Central.

Q44) What do mean by Document Type Definition (DTD)?

Answers: It is a set of markup declarations for defining the type of document for the SGML markup language. It is for validating the structure of the document with various attributes and elements.

Q45) What is the reason for the presence of three levels in the Framework?

Answers: These three levels are for describing the variety of different behavior types that are related to different job position in the business organization. These levels do not have any hierarchal ranks.

Q46) Can we terminate people by using SuccessFactors?

Answers: No, we cannot do that. SuccessFactors is generally used for developing individual employees. But, if there is a lack of improvement then it means that there is some problem with the performance.

Q47) Are job grades are linked with the levels of the framework?

Answers: There is no relationship between job grades and the level of the framework. But if the seniority of job is higher than your job grade then you could expect to observe the behavior that of university standards.

Q48) Can SuccessFactors be applied to academic members?

Some similar frameworks are based on SuccessFactors for academic researchers are being presently used. Soon, there might be some framework that could apply to every staff of a university.

Q49) Can you change the SuccessFactors once its role has been decided?

Answers: Yes, you can change the SuccessFactors at point of time. The change would depend on needs or the requirement of the institution. SuccessFactors are fluid and might change every year.

Q50) What would happen in the case of disagreement between the employee and the managerregarding Success Factor?

Answers: The selection of Success Factor completely depended on the manager’s decision. The manager might utilize the provided information regarding job analysis for assigning any Success Factor to the employee.

Q51) How could you select the correct SuccessFactors for yourself?

Answers: By using the information on a job analysis and recommendation from mangers and the human resource office, any employee could determine several core Successfactors. After some practice, it would be easy for you to select the correct Successfactors.

Q52) Will including SuccessFactors in an individual archive would get them promoted?

Answers: No, it won’t, but the chances of getting noticed for better work efficiency would increase. Showing effective performance on the job or showing additional behaviors could be presented as evidence during the pay review meeting.

Q53) Would you have to select the same level for all identified Success Factors?

Answers: No, would not have to select the same level for all identified Success Factors. But, those SuccessFactors would tend to be level one.

Q54) How would you be aware of your review meeting after the change in SuccessFactors in nextPDR?

Answers: Having frequent communication between the individual employee and the manger would helpful for getting the information regarding the coming review meeting. The change in SuccessFactors would also be mentioned on the PDR form.

Q55) What kind of support would I get while using SuccessFactors?

Answers: You can get assistance from the managers who would have enough training for assisting the employee. The employee could also get information regarding SuccessFactors documentation on HR website of the business organization.

Q56) Define SAP SuccessFactors Availability And Performance Management Tool.

Answers: With the help of SAP SuccessFactors Availability and Performance Management Tool, managers would monitor the performance of their employees. The manager could detect any kind of deviation from pre-defined objectives of the company and take steps to prevent such deviations.

Q57) What types of reports can you get from SAP SuccessFactors admin tools?

Answers: There are five types of report that you might get from SAP SuccessFactors admin tools. They are the Response Time Report, Service Availability Report, System Availability, API report, and Use cases.

Q58) Define SAP SuccessFactors Portlet.

Answers: SAP SuccessFactors Portlet is a programmable object on the user interface screen of SAP SuccessFactors. The portlet would provide additional resources and charting features to the administrator for processing performances. The administrator could also customize the portlet according to his or her needs.

Q59) What is the function of compensation management package of SAP SuccessFactors?

Answers: The main function of compensation management package of SAP SuccessFactors is to deal with salary paid to employees of the organization.

Q60) How variable and bonus payment calculations are done in SAP SuccessFactors?

Answers: Variable and bonus payment of employees is calculated based on goals, which include individual, team and group goals.

Q61) How many key activities are included in the foundation module of SAP SuccessFactors?

Answers: There are six key activities are included in the foundation module of SAP SuccessFactors. They are mainly Action search, Public Profile, role-based permissions, admin center, configuring people profile and Successfactors homepage.

Q62) Define SAP SuccessFactors On-Boarding module

Answers: SAP SuccessFactors On-Boarding offers enhanced and exceptional set of activities to any business organization for managing new employees from starting.

Q63) Mention some features of SAP SuccessFactors On-Boarding module

Answers: The hiring manager could make sure that new employees have completed all the necessary procedure for new employees. They would also make new hires aware of facilities provided on the new hire portal.

Q63) Define the recruiting module of SAP SuccessFactors.

Answers: With the help of the recruiting module, the company would be finding talented people and hire correct people, who would bring profits to the business organization.

Q65) What do you mean by Rating Scales?

Answers: Rating Scales under the recruiting module of SAP SuccessFactors is used for marking competence during the interview assessment. A higher rating means higher suitability for the business organization.

Q66) What is the use of SAP SuccessFactors Goals and management system?

Answers: SAP SuccessFactors Goals and management system are for Human Resource managers for aligning individual employee goals with the target of the business organization and its core values.

Q67) Define Development and Succession of SAP SuccessFactors.

Answers: Development and Succession of SAP SuccessFactors include various activities that would help the employee to develop talent that could increase the strength of the business organization. The module would help the organization by giving a continuous supply of talents that could meet the necessary targets of the organizations.

 Q68) What are the activities included in Development and Succession?

Answers: Key activities which are included under Development and Succession are Succession and Career Development Planning.

Q69) Name two versions of Career Development Planning.

Answers: Two versions of Career Development Planning are namely Full-time Career Development Planning and Career Develop Planning Lite.

Q70) Name some differences between On-Premise Payroll System and Employee Central Payroll.

Answers: Employee Central Payroll is controlled and hosted by SAP and On-Premise Payroll System is controlled and hosted by a third party vendor company. There is no access to any OS in EC payroll while On-Premise Payroll System would provide the user with OS-level access.