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Successfactors Consultant Interview Questions

Successfactors Consultant Interview Questions and Answers

SuccessFactors Consultant Interview Questions and Answers

In case you’re searching for Successfactors Consultant Interview Questions and Answers for Experienced or Freshers, you are at the correct place. There is parcel of chances from many presumed organizations on the planet. The Successfactors Consultant advertise is relied upon to develop to more than $5 billion by 2020, from just $180 million, as per Successfactors Consultant industry gauges. In this way, despite everything you have the chance to push forward in your vocation in Successfactors Consultant Development. GangBoard offers Advanced Successfactors Consultant Interview Questions and answers that assist you in splitting your Successfactors Consultant interview and procure dream vocation as  Developer.

Best SuccessFactors Consultant Interview Questions and Answers

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Q1) How can Employee Central be integrated With Other Successfactors Yields?

Answer : It can be done using HRIS Sync.

Q2) How can Employee Central be externally integrated to Other Products or Yields?

Answer : For external integration cloud -based platform is available.

Q3) What is contained in Model of Succession Data?

Answer : It contains Employee Records. Fields that show in the Employment Information (inside of work) and Employee’s Personal Information (outside of work) are configured by succession data mode.

Q4) What is configuration of Country -particular Succession Data Model?

Answer : Address formats, international standards, country specific fields are given in this data model.

Q5) What is defined by Corporate Data Model?

Answer : It defines Foundation Objects plus their relationships. Foundation Objects also known as Foundation Tables include Organization and Job and Pay.

Q6) What does Country -particular Corporate Data Model define?

Answer : It defines foundation objects fields of a separate country.

Q7) What is the used of Propagation Data Model?

Answer : It is used for Auto Population from Foundation Tables.

Q8) What Extra Data Models are in use?

Answer :
Workflow Rules

Event Derivation Rules

Q9) What Data Models are given In Employee Central?

Answer : 7

Q10) How can you mask some Sensible Data of a Field?

Answer : By setting the attribute of pii=”true”

Q11) How can you Set a Field for user to edit it?

Answer : By setting the given attribute visible=”both”

Q12) How can you make Field To Be Required To Be Filled?

Answer : By setting the attribute of required=”true”

Q13) What Is Dtd?

Answer : Document Type Definition of the data model

Q14) Why do we call them ‘success Factors’?

Answer : Because they represent the behaviour that leads to effective performance in any job.

Q15) Why do we have there Levels within the Framework?

Answer : They are there to describe a variety of different types of performance relevant to a variety of dissimilar job roles. One must know, these levels are not categorized.

Q16) Are The Job Grades linked to Levels?

Answer : No. Someone’s certain job grade, doesn’t rule out these given set of levels. Nevertheless, if a job is senior you should expect to see university level behaviours.

Q17) Are these applied to Academic Staff too?

Answer : There is a framework designed for researchers and Strategic Leaders and is based on Success Factors. Idea is to have somewhat similar thing for all staff clusters in the university.

Q18) Are Success Factors used to ‘get Rid’ of People?

Answer : No. They are useful to develop individuals. Nevertheless, if the performance(s) are vital to the job and there lingers no development then it becomes a performance issue.

Q19) Suppose an Employee Doesn’t Agree With Manager’s chosen Success Factors?

Answer : The manager will use the job analysis material to define the Success Factor for the role in combination with deliberations with the individual. Nevertheless, it is finally the manager’s decision.

Q20) Can a Success Factor chosen for a role be changed?

Answer : Yes; it hinges on the requirements of the role. It is molten and consequently may vary year on year.

Q21) For a changed Success how will you know what is reviewed against at next PDR?

Answer : Through dialogue bet ween manager and individual or change can be highlighted on the PDR form.

Q22) For All The Success Factors Identified does one have to choose same level?

Answer : No. But, it could be that they incline towards one level.

Q23) How Do You Pick right SuccessFactor?

Answer : By using job analysis information, taking advice from HRO and other managers, by determining determine the core success factors. It becomes stress-free with practice.

Q24) What happens when The Success Factor For some Role Is What that Job Requires As Technical Output?

Answer : There could be some ‘technical’ requirement but success factors are concerned with ‘how’ of the job. That is behaviours obligatory for carrying out the job.

Q25) If a person Attains All The Success Factors should they be Promoted?

Answer :Not openly. This is used as indication in a job application or pay appraisal case.

Q261) What Provision Will I Have with The Success Factors?

Answer :Managers will get training; Success Factor documents and guidance on its use will be obtainable on the HR web site; fellows of the HR team will be capable of providing advice.

Q27) Is The Choosing Of all Success Factors Subjective?

Answer : There is continually a component of subjectivity in any procedure dealing with persons. Though, Success Factors are objective values or benchmarks with good illustrations.

Q28) What Evidence for Assessing Success Factors is Expected?

Answer : Previous 12 months Success Factors are looked over for that.

Q29) Will The Assessment Of Success Factors Take time?

Answer : Primarily, making the valuation may take some time since it is a new course and we’re dealing with new notions but it is useful for the welfares they bring.

Q30) What is Corporate Data Model?

Answer :It defines foundation objects fields with their interconnections.

Q31) Where is the production order useful?

Answer: In discrete manufacturing

Q32) What is company code?

Answer: The company code is minimum unit in the company, used for demonstrating closed system aimed at cost accounting.

Q33) What is Product configuration management?

Answer: It Allows the following and tracing of multifaceted products, including all modules, and provides versioning and lively change management.

Q34) I’m locked out of my account. What should I do?

Answer: To reset contact the persons within your company who have access to Support Portal.

Q35) What is the purpose of API?

Answer: It is used for data withdrawal from SuccessFactors’ products as well as used in external products.

Q36) How can I create a new picklist?

Answer: Export the data format then add a new picklist ID and picklist values to the file.

Q37) What is CNF?

Answer:Finally Confirmed

Q38) What is PDC?

Answer:Plant Data Collection

Q39) What is FS?

Answer: Finish Start

Q40) What should be done for error removal when Cost Center HRIS element has been removed from the Corporate Data Model?

Answer: In the Job Info element Cost Center field is set to visibility = “none”

Q41) How can you create new positions?

Answer: It can be done using Company Info section with Manage Data tool.

Q42) What Time off fields are accessible?

Answer: Work schedule with Holiday calendar

Q43) What data model is used to set up a National ID display format?

Answer: Country-specific Succession Data Model

Q44) How can you update whole department with a fresh cost center?

Answer: Using mass changes plus Import the job history.

Q45) What is shift order indicator?

Answer: It is used to control the real dates from partial confirmations for setting up run in PLM

Q46) Why there are three levels in a framework?

Answer: Because they elucidate a wide range of performance types which are near to diverse job roles. Notwithstanding their levels are not graded.

Q47) What are Factors influencing Scheduling?

Answer: Internal and External Processing, General Costs Activity and Relationships.

Q48) Where do you create associations?

Answer: Corporate Data Model with  object definition tool

Q49) What are the main features you would add to Employee Central?

Answer: Really it is very thrilling to share that a rare features like the matrix relationship on positions etc. were at the top of list and they have been out in the latest release. I am busy applying both of them with a client. I will keep everyone updated on my results. Some of the features that I like are on the roadmap, comprising Concurrent Employment with managing plus generating documents.

Q50) Who are the persons within my corporation who have entrée to the Support Portal besides they can interact with Support?

Answer: These users are within company’s HR section and they are accountable for managing SuccessFactors software. This individual controls entree to SuccessFactors data within company and is capable of resetting usernames and passwords or restore locked accounts or perform other functions.

Q51) What is Successfactors and why they are called so?

Answer: Successfastorsis a US multinational based in San Francisco, California, using the Software as a Service (SaaS) model to provide cloud-based software for human capital management. They are called Successfactors because they explain the behavior that provides successful performance.

Q52) What is contained in the succession data model?

Answer: The succession data model contains employee records. The fields displayed in the employment information and the employee’s personal information is organized in the succession data mode.As the metadata framework evolves rapidly, customers can configure most elements in the OneAdmin UI.

Q53) How can Employee Central integrate with Successfactors products?

Answer: HRIS Synchronization in SuccessFactors products allows you to integrate Employee Central internally.Internal integration of Employee Central with SuccessFactors makes you enable to supply data to other SAP SuccessFactors products such as Recruiting Management, Performance Management, Onboarding and other SuccessFactors modules. This integration is done through HRIS synchronization.
Q54) How can you externally integrate Employee Central into other products?
Answer: You can use a cloud-based platform for external integration. Employee Central with SuccessFactors also integrates with external systems like CRM, LDAP, financial, travels, Time & attendance, benefits and so on.  It can also be integrated immediately with pre-built content for any standard integration to other solutions or other partner/HR service provider systems.

Q 55) What’s in the Succession data model?

Answer: All records for employees are in the succession data model. This type of succession data model organizes internal (employment-related information) and external (employee’s personal information) working fields.Employee data is collected and displayed within the People Profile based on the portlets and user permissions that you design.

Q 56) What is the best XML editor?

Answer:

  1. There are many choices when choosing the best XML editor. When comparing oxygen to XMLSpy, oxygen is better in many ways. It is suitable for all users, especially MAC users.
  2. The XML parser contained in oxygen is much more advanced and effective than you think. You do not have to wait for errors that occur while uploading the data model in provisioning. It provides easier troubleshooting while validating XML.

Q57) What does the country-specific data model define?

Answer: It defines the foundation object fields for separate countries.The country-specific succession data model consists of address format, country-specific fields, and all international standards.

Q58) What is HRIS sync?

Answer: HRIS synchronization is the process of exchanging data between Employee Central and other Successfactors modules. Background task that checks for data changes in EC and updates other user tables with EC data.

Q59) What foundation objects are configured in the corporate data model?

Answer: Foundation objects and its relationships are defined in the corporate data model. Foundation objects are also called foundation tables. This includes foundation tables, organizations and jobs, and pay.

Q60) What does the corporate data model define?

Answer: The corporate data model defines the fields and interconnections of the foundation objects. It means a company-wide practice for determining the location of data, for example, department, department, server and many more.

Q61) What is the purpose of the propagation data model?

Answer: It is used for auto-population from Foundation Tables. Propagation data model, the HRIS propagation data model (appropriately) is usually used for automatic population through the underlying tables of the company data model.

Q62) How many data models does Employee Central have?

Answer: Data model in Employee Central EC’s data model organizes all HR data elements (objects) and standardizes how they relate to or interact with each other. Employee central have seven data models.

Q63) Would you mention the other two data models used?

Answer: A data model is an abstract model that organizes data elements and standardizes about the relationships between data elements and the properties of real entities. Workflow rules and Event derivation rule are other two data models which are used.

Q64) How can one set the field for the user to edit?

Answer: Sets the given property to visible=”both”. You can easily set the fields so that editing for your users is not a big deal.

Q65) How do you musk the data in fields?

Answer: You can easily and perfectly reveal smart data in the field. The process is very simple and this can be done by setting PII = “true” attribute

Q66) What do you mean by DTD?

Answer: DTD is a Document type definition of the data model. A DTD or document type definition defines the structure of the document and the XML elements.In the opinion of experts, DTDs help to configure high quality HR in a specific cloud.

Q67) Why are there levels in the framework?

Answer: Three levels in framework are mainly todescribe a broad range of behavior types which are close to other job roles. There is no ranking despite of their levels. The three levels of the framework help to explain a broader category in terms of behaviors that are closely related to multiple job roles, even when levels are not ranked in a similar approach.

Q68) How you can integrate Employee Central with success factor products?

Answer: HRIS Synchronization from products of Success Factors enables internal integration of employee focus. Success Factors makes you enable to share or provide data with other SAP SuccessFactors products such as Recruiting Management, Performance Management, Onboarding, other SuccessFactors modules. Integration of Employee Central with SuccessFactors is completed through HRIS synchronization.

Q69) Is job grade tied to level?

Answer: No. Someone’s specific occupation does not exclude this series of levels. Nevertheless, if your job is older, you will see college-level behavior.Just because someone is standing in a particular occupation doesn’t mean you exclude other levels.

Q70) What type of configuration is performed in the country-specific succession data model?

Answer: The country-specific succession data model is basically used to describe country-specific requirements for an element which is defined in the succession data model.The country-specific succession data model mainly comprises country-specific fields, address format, and all international standards.

Q71) Is the level associated with the job?

Answer: No. The reason is that someone is working in another occupation. Do not guide the level. But with a high level of work, you can expect college-level behavior.The framework provides a common language for organizational levels, scope of control, and career paths.

Q72) Can one change the role by selecting the success factor?

Answer: Yes changing role by selecting successfactors totally depends on the requirements of the role. You can change the role by selecting the success factors because it is like fluid and as a result it may vary from year to year.

Q73) Does it apply to school staff?

Answer: Yes it is applied to school staffs. In part, there is the same kind of framework for researchers who rely on strategic leaders and success factors. The idea is similar to all groups in college.

Q74) How do you know what to look for in the next PDR for changed success?

Answer: In order to look for changed success in the next PDR, you can highlight changes in conversations between managers and individuals or in PDR forms.

Q75) Can you use the success factor to ‘remove’ people?

Answer: No, you cannot use successfactors to remove people as this is not why it was developed. They are hired to raise individuals, although their behavior is compulsory, but the job is not developed and can be a performance issue.

Q76) Do you have to choose the same level for all the identified success factors?

Answer: No, it is not compulsory to choose the same level for all successfactors. But it can be tilted to one level. It may happens that they tend towards one level.

Q77) What if an employee does not agree with the success factors provided by his manager?

Answer: Managers maintain task information and analysis to estimate success information with discussions about individuals. Finally, it depends on your decision whether you agree with the manager or not.

Q78) How do you choose the correct SuccessFactors?

Answer: To choose correct successfactors by work analysis information which is used to determine the key success factors to get advice from HRO and other managers. Following this practice will reduce the stress.

Q79) Can one change the success factors already selected for a particular role?

Answer: Yes, you can change the Successfactors which is already chosen for a particular role. It is based on your requirements and you want the role you want at any time. It is mobile and can change every year.

Q80) How much time does it take to evaluate success factors?

Answer: As we know that evaluation in Successfactors is a completely new process.That’s why, it may take a long time because we are studying new concepts that can benefit us in many ways.

Q81) Assuming that the factors of success have changed within a year, what will we review in the next PDR?

Answer: After assuming the changed factors of Successfactors we will review in next PDR is communication between individuals and managers can cause changes to disappear from PDR forms.

Q82) What type of evidence can be expected when approaching the success factor?

Answer: Analyze the last 12 months and choose the most suitable one that positively explains the factors of success. This very evidence will be expected while approaching Successfactors.

Q83) If an individual achieves all success factors, will he be promoted or paid higher?

Answer: Not directly. Obviously, the more successful an individual’s role is / can show effective work performance/can demonstrate additional behavior, which can be used as evidence in any job application or payroll review case.
Q84) Is it too subjective to choose success factors?
Answer: The factor of success is an example of an objective standard and a benchmark that has subjectivity in everything that deals with people.
Q85) What is the importance of success factors? How can one choose the right one?
Answer: You can easily choose the right Successfactors by using job analysis information and suggestions from HR and other managers as your desired role to predict success factors. You can easily make it by practice.
Q86) What to do if the success factor of the role is what you need to work with the technical output?
Answer: For technical output, there may be ‘technical’ requirements, but the success factor is about the ‘how to do the job’/the actions required to perform the job.

Q87) What type of support can be a success factor?

Answer: Managers can be trained and this type of support a Successfactors can be. With this, the proper instructions and documents are provided on the HR website so that all team members of HR can give advice.

Q88) Would anyone help to get more payments/promotions if they achieve most success factors?

Answer: Yes but not directly, it is so clear that an individual’s success can be used in any type of job application or payment review by describing job performance, behavior at that time.

Q89) What are the key features covered by SuccessFactors?

Answer: The key features covered by SuccessFactors include recruitment, transfer and change, HR transactions, deadlines, payroll sheets, expansions and integrations, compliance, audit and reporting, position management and many more.

Q90) How much evidence can one get when evaluating success factors?

Answer: Evidence required while evaluating Successfactors is just take a look at the examples over the last 12 months and choose 2 or 3 that best represents your success factor. In this way you can evaluate a Successfactors.

Q91) Should a person be promoted if he achieves all the success factors?

Answer: Not truly a person gets promoted after achieving Successfactors. Achieving SUccessfactors is used as a sign of a job application or paid evaluation case.

Q92) Is your choice of success factors too subjective?

Answer: In all processes dealing with people, there is always an element of subjectivity. But the success factor is a benchmark with an objective standard or a good example.

Q93) What are the provisions for successfactors?

Answer: Provisions of Successfactors are managers are trained. Successfactors documents and instructions for use are available on the HR website. Colleagues in the HR team can give advice.

Q94) Briefly describe the SuccessFactors architecture.

Answer: SuccessFactors enables businesses to configure HR on cloud platforms. You can merge cloud platforms with SAP ERP using SAP HCI (HANA Cloud Integration) or SAP PI (Process Integration).

Q95) How much evidence can one get when evaluating success factors?

Answer: Take a look at the examples over the last 12 months and choose 2 or 3 that best represents your success factor

Q96) How many deployments are available with SuccessFactors?

Answer: There are two ways to deploySuccessFactors. The first is Full Cloud Human Capital Management (HCM) and the second is Talent Hybrid.

Q97) What are the three basic HR transactions that occur in Employee Central?

Answer: The three main HR transactions that occur in the Employee Central module are first one is manager self-service, second one is employee self-service, and third one is staging organization chart.

Q98) Mention some activities in the Changes and Transfer.

Answer: Here is mentioned the some activities in the Changes and Transfer. In the staff center, absence details, employee transfer information, relegation and termination details for transfers and changes, employee status, promotional information and so on.

Q99) What is the corporate data model?

Answer: The corporate data model is defined by the association between Foundation Objects Tables and each table. This table contains information about the type of business organization, the employee’s job details, and the payment mode.

Q100) What does Rating Scales mean?

Answer: The assessment scale below the SAP SuccessFactors Recruitment module is used to display competencies during interview evaluation. The higher the rating, the better suited your business organization is.

Q101) What is Successfactors and why they are called so?

Answer: Successfastorsis a US multinational based in San Francisco, California, using the Software as a Service (SaaS) model to provide cloud-based software for human capital management. They are called Successfactors because they explain the behavior that provides successful performance.

Q102) What is contained in the succession data model?

Answer: The succession data model contains employee records. The fields displayed in the employment information and the employee’s personal information is organized in the succession data mode. As the metadata framework evolves rapidly, customers can configure most elements in the OneAdmin UI.

Q103) How can Employee Central integrate with Successfactors products?

Answer: HRIS Synchronization in SuccessFactors products allows you to integrate Employee Central internally.Internal integration of Employee Central with SuccessFactors makes you unable to supply data to other SAP SuccessFactors products such as Recruiting Management, Performance Management, Onboarding and other SuccessFactors modules. This integration is done through HRIS synchronization.

Q104) How can you externally integrate Employee Central into other products?

Answer: You can use a cloud-based platform for external integration. Employee Central with SuccessFactors also integrates with external systems like CRM, LDAP, financial, travels, Time & attendance, benefits and so on.  It can also be integrated immediately with pre-built content for any standard integration to other solutions or other partner/HR service provider systems.

Q105) What’s in the Succession data model?

Answer: All records for employees are in the succession data model. This type of succession data model organizes internal (employment-related information) and external (employee’s personal information) working fields. Employee data is collected and displayed within the People Profile based on the portlets and user permissions that you design.

Q106) What is the best XML editor?

Answer:

  1. There are many choices when choosing the best XML editor. When comparing oxygen to XMLSpy, oxygen is better in many ways. It is suitable for all users, especially MAC users.
  2. The XML parser contained in oxygen is much more advanced and effective than you think. You do not have to wait for errors that occur while uploading the data model in provisioning. It provides easier troubleshooting while validating XML.

Q107) What does the country-specific data model define?
Answer: It defines the foundation object fields for separate countries. The country-specific succession data model consists of address format, country-specific fields, and all international standards.

Q108) What is HRIS sync?

Answer: HRIS synchronization is the process of exchanging data between Employee Central and other SuccessFactors modules. Background task that checks for data changes in EC and updates other user tables with EC data.

Q109) What foundation objects are configured in the corporate data model?

Answer: Foundation objects and their relationships are defined in the corporate data model. Foundation objects are also called foundation tables. This includes foundation tables, organizations, and jobs, and pay.

Q110) What does the corporate data model define?

Answer: The corporate data model defines the fields and interconnections of the found objects. It means a company-wide practice for determining the location of data, for example, department, department, server and many more.

Q111) What is the purpose of the propagation data model?

Answer: It is used for auto-population from Foundation Tables. The propagation data model, the HRIS propagation data model (appropriately) is usually used for automatic population through the underlying tables of the company data model.

Q112) How many data models does Employee Central have?

Answer: Data model in Employee Central EC’s data model organizes all HR data elements (objects) and standardizes how they relate to or interact with each other. Employee central has seven data models.

Q113) Would you mention the other two data models used?

Answer: A data model is an abstract model that organizes data elements and standardizes the relationships between data elements and the properties of real entities. Workflow rules and Event derivation rules are the other two data models that are used.

Q114) How can one set the field for the user to edit?

Answer: Sets the given property to visible=” both”. You can easily set the fields so that editing for your users is not a big deal.

Q115) How do you musk the data in fields?

Answer: You can easily and perfectly reveal smart data in the field. The process is very simple and this can be done by setting PII = “true” attribute

Q116) What do you mean by DTD?

Answer: DTD is a Document type definition of the data model. A DTD or document type definition defines the structure of the document and the XML elements.In the opinion of experts, DTDs help to configure high-quality HR in a specific cloud.

Q117) Why are there levels in the framework?

Answer: Three levels in the framework are mainly to describe a broad range of behavior types that are close to other job roles. There is no ranking despite of their levels. The three levels of the framework help to explain a broader category in terms of behaviors that are closely related to multiple job roles, even when levels are not ranked in a similar approach.

Q118) How you can integrate Employee Central with success factor products?

Answer: HRIS Synchronization from products of Success Factors enables internal integration of employee focus. Success Factors makes you enable to share or provide data with other SAP SuccessFactors products such as Recruiting Management, Performance Management, Onboarding, other SuccessFactors modules. Integration of Employee Central with SuccessFactors is completed through HRIS synchronization.

Q119) Is job grade tied to level?

Answer: No. Someone’s specific occupation does not exclude this series of levels. Nevertheless, if your job is older, you will see college-level behavior.Just because someone is standing in a particular occupation doesn’t mean you exclude other levels.

Q120) What type of configuration is performed in the country-specific succession data model?

Answer: The country-specific succession data model is basically used to describe country-specific requirements for an element which is defined in the succession data model.The country-specific succession data model mainly comprises country-specific fields, address format, and all international standards.

Q121) Is the level associated with the job?

Answer: No. The reason is that someone is working in another occupation. Do not guide the level. But with a high level of work, you can expect college-level behavior.The framework provides a common language for organizational levels, scope of control, and career paths.

Q122) Can one change the role by selecting the success factor?

Answer: Yes changing roles by selecting SuccessFactors totally depends on the requirements of the role. You can change the role by selecting the success factors because it is like fluid and as a result, it may vary from year to year.

Q123) Does it apply to school staff?

Answer: Yes, it is applied to school staff. In part, there is the same kind of framework for researchers who rely on strategic leaders and success factors. The idea is similar to all groups in college.

Q124) How do you know what to look for in the next PDR for changed success?

Answer: In order to look for changed success in the next PDR, you can highlight changes in conversations between managers and individuals or in PDR forms.

Q125) Can you use the success factor to ‘remove’ people?

Answer: No, you cannot use SuccessFactors to remove people as this is not why it was developed. They are hired to raise individuals, although their behavior is compulsory, but the job is not developed and can be a performance issue.

Q126) Do you have to choose the same level for all the identified success factors?

Answer: No, it is not compulsory to choose the same level for all success factors. But it can be tilted to one level. It may happen that they tend towards one level.

Q127) What if an employee does not agree with the success factors provided by his manager?

Answer: Managers maintain task information and analysis to estimate success information with discussions about individuals. Finally, it depends on your decision whether you agree with the manager or not.

Q128) How do you choose the correct SuccessFactors?

Answer: To choose correct SuccessFactors by work analysis information which is used to determine the key success factors to get advice from HRO and other managers. Following this practice will reduce stress.

Q129) Can one change the success factors already selected for a particular role?

Answer: Yes, you can change the Successfactors which is already chosen for a particular role. It is based on your requirements and you want the role you want at any time. It is mobile and can change every year.

Q130) How much time does it take to evaluate success factors?

Answer: As we know that evaluation in Successfactors is a completely new process. That’s why it may take a long time because we are studying new concepts that can benefit us in many

Q131) Assuming that the factors of success have changed within a year, what will we review in the next PDR?

Answer: After assuming the changed factors of Successfactors we will review in the next PDR is communication between individuals and managers can cause changes to disappear from PDR forms.

Q132) What type of evidence can be expected when approaching the success factor?

Answer: Analyze the last 12 months and choose the most suitable one that positively explains the factors of success. This very evidence will be expected while approaching Successfactors.

Q133) If an individual achieves all success factors, will he be promoted or paid higher?

Answer: Not directly. Obviously, the more successful an individual’s role is / can show effective work performance/can demonstrate additional behavior, which can be used as evidence in any job application or payroll review case.

Q134) Is it too subjective to choose success factors?

Answer: The factor of success is an example of an objective standard and a benchmark that has subjectivity in everything that deals with people.

Q135) What is the importance of success factors? How can one choose the right one?

Answer: You can easily choose the right Successfactors by using job analysis information and suggestions from HR and other managers as your desired role to predict success factors. You can easily make it by practice.

Q136) What to do if the success factor of the role is what you need to work with the technical output?

Answer: For technical output, there may be ‘technical’ requirements, but the success factor is about the ‘how to do the job’/the actions required to perform the job.

Q137) What type of support can be a success factor?

Answer: Managers can be trained and this type of support a Successfactors can be. With this, the proper instructions and documents are provided on the HR website so that all team members of HR can give advice.

Q138) Would anyone help to get more payments/promotions if they achieve most success factors?

Answer: Yes but not directly, it is so clear that an individual’s success can be used in any type of job application or payment review by describing job performance, behavior at that time.

Q139) What are the key features covered by SuccessFactors?

Answer: The key features covered by SuccessFactors include recruitment, transfer and change, HR transactions, deadlines, payroll sheets, expansions and integrations, compliance, audit and reporting, position management and many more.

Q140) How much evidence can one get when evaluating success factors?

Answer: Evidence required while evaluating Successfactors just takes a look at the examples over the last 12 months and choose 2 or 3 that best represents your success factor. In this way, you can evaluate a Successfactors.

Q141) Should a person be promoted if he achieves all the success factors?

Answer: Not truly a person gets promoted after achieving Successfactors. Achieving SuccessFactors is used as a sign of a job application or paid evaluation case.

Q142) Is your choice of success factors too subjective?

Answer: In all processes dealing with people, there is always an element of subjectivity. But the success factor is a benchmark with an objective standard or a good example.

Q143) What are the provisions for SuccessFactors?

Answer: Provisions of Successfactors are managers who are trained. Successfactors documents and instructions for use are available on the HR website. Colleagues in the HR team can give advice.

Q144) Briefly describe the SuccessFactors architecture.

Answer: SuccessFactors enables businesses to configure HR on cloud platforms. You can merge cloud platforms with SAP ERP using SAP HCI (HANA Cloud Integration) or SAP PI (Process Integration).

Q145) How much evidence can one get when evaluating success factors?

Answer: Take a look at the examples over the last 12 months and choose 2 or 3 that best represents your success factor

Q146) How many deployments are available with SuccessFactors?

Answer: There are two ways to deploy SuccessFactors. The first is Full Cloud Human Capital Management (HCM) and the second is Talent Hybrid.

Q147) What are the three basic HR transactions that occur in Employee Central?

Answer: The three main HR transactions that occur in the Employee Central module are the first one is manager self-service, the second one is employee self-service, and the third one is the staging organization chart.

Q148) Mention some activities in the Changes and Transfer.

Answer: Here are mentioned some activities in the Changes and Transfer. In the staff center, absence details, employee transfer information, relegation and termination details for transfers and changes, employee status, promotional information and so on.

Q149) What is the corporate data model?

Answer: The corporate data model is defined by the association between Foundation Objects Tables and each table. This table contains information about the type of business organization, the employee’s job details, and the payment mode.

Q150) What does Rating Scales mean?

Answer: The assessment scale below the SAP SuccessFactors Recruitment module is used to display competencies during interview evaluation. The higher the rating, the better suited your business organization is.

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