Most Popular SAP SuccessFactors Interview Questions and Answers

1. How do integrate Employee Central with the other SuccessFactors Products?

Ans:

An Employee Central integrates internally with the other SuccessFactors products through a HRIS Sync.

2. How do integrate Employee Central externally with the other products?

Ans:

There is cloud-based integration platform available for an external integration.

3. What does Succession a Data Model contain?

Ans:

The Employee Records are contained in a Succession Data Model. The succession data mode configures a fields that will appear in an Employee’s Personal Information Employment Information.

4. What is configured in a Country -Specific Succession Data Model?

Ans:

A Address formats, country-specific fields, and an international standards are set in a country-specific succession data model.

5. What does Corporate Data Model define?

Ans:

Foundation Objects and their relationships are explained in a corporate data Model. Foundation Objects are also called a Foundation Tables. They included an Organization, Job, and Pay.

6. What is defined in a Country -Specific Corporate Data Model?

Ans:

Here foundation object fields for the separate country are defined.

7. What is propagation data model used for?

Ans:

HRIS Propagation Data Model is used for an Auto Population from the Foundation Tables.

8. What the other two data models are used?

Ans:

Data Model Workflow Rules are Data Model, Event and Event Derivation Rules Data Model.

9. How many data models are there in an Employee Central?

Ans:

There are 7 data models in an Employee Central.

10. How do mask a sensible data in a field?

Ans:

Set an attribute pii=”true”.

11. How do set a field so the user can edit it?

Ans:

Set a attribute visible=”both”

12. How do make a field be required to be filled?

Ans:

Set a attribute required=”true”

13. What is DTD?

Ans:

Document Type Definition of a data model My vision is to build a truly integrated HR in a cloud. A truly integrated HR is a key enabler for organizations to maximize the business outcomes.

14. Why are they called a ‘Success Factors’?

Ans:

Because they are behaviors that lead to a successful performance in a job.

15. Why are there three levels within a framework?

Ans:

They describe a range of various types of behavior that are relevant to a range of various job roles. However, levels are not hierarchical.

16. Are levels linked to a job grades?

Ans:

No. Just because someone is on certain job grade, it doesn’t rule out any of a levels. However, if a job is more senior that would expect to see more of an university-level behaviors.

17. Are they going to apply to a academic staff as well?

Ans:

There is a similar framework for a Strategic Leaders Framework and one for researchers which have been based on a Success Factors. The idea going forward is to have something similar for all the staff groups in an university.

18. Will Success Factors be used to ‘get rid’ of a people?

Ans:

That is not why have been developed. They are used to develop the individuals. However, if a behavior(s) are essential to job and there continues to be no development then it could become performance issue.

19. What if employee doesn’t agree with Success Factors that their manager has chosen?

Ans:

The manager uses a job analysis information to find the Success Factor for the role in a conjunction with discussions with the individual. However, it is ultimately manager’s decision.

20. Once a Success Factor has been chosen for the role can it be changed?

Ans:

Yes; it depends on requirements/needs of the role at a any point. It is fluid and therefore may change the year to year.

21. If a Success Factor is changed during a year how do know what will be reviewed against at a next PDR?

Ans:

Through a dialogue/communication between manager and the individual. The change can also be flagged on a PDR form.

22. Do have to choose a same level (e.g. self) for all the Success Factors identified?

Ans:

No. However, it may be that they tend to towards one level.

23. If Success Factors are be important – how do pick a right ones?

Ans:

Use a job analysis information and advice from the HRO and other managers with the same roles to find the 3-5 core success factors. It will become easier with the practice.

24. What if Success Factor for a role is what the job requires as technical output e.g. communicating for a careers adviser?

Ans:

There may be ‘technical’ requirement to do that but a success factors are about ‘how’ the job is be done / the behaviors required in carrying out their job.

25. If an individual achieves all Success Factors does that mean they will get a promoted/get more pay?

Ans:

Not directly. Obviously, more successful the individual is their role / can demonstrate an effective job performance / demonstrates the additional behaviors, then this can be used as an evidence in any job application or pay review case.

26. What support will have in using a Success Factors?

Ans:

Managers will receive the training; Success Factor documentation and guidance on its use will be available on a HR website; members of the HR team will be able to provide the advice.

27. Won’t the choice of a Success Factors be too subjective?

Ans:

There is always element of subjectivity in any process dealing with the people. However, a Success Factors are objective standards or benchmarks with the good examples.

28. How much evidence in assessing a Success Factors will we be expected to a produce?

Ans:

Look over a previous 12 months for examples and pick out a 2 or 3 which demonstrate Success Factors the most.

29. Won’t assessment of Success Factors take too long?

Ans:

Initially, making an assessment may take some time because it is a new process and are dealing with new concepts but it is worthwhile for benefits they bring.

30. What is importance of SuccessFactors? How can we select a correct one?

Ans:

By using a job analysis information and suggestions from a HR and another manager in desired roles one can predict a success factors. It can be made simple by practice.

31.Does a SAP SuccessFactors have payroll?

Ans:

The SAP SuccessFactors Employee Central Payroll solution helps make payments to a workforce in a timely and efficient way. It does this by automating and accelerating payment processing, reducing a risk of errors, and simplifying payroll management.

32.What is CPI in a SuccessFactors?

Ans:

Have provided a step by step description on what all configurations required from the SAP Cloud Platform Integration (CPI) and SuccessFactors Employee Central side to the trigger employee push replication to CPI using a OAuth authentication.

33. When a job is for giving a technical output what is a role of SuccessFactors?

Ans:

Success factors are how to do job and a behavior MM study in carrying a job technically.

34. What if person achieves most of success factors will it be beneficial in getting a more payment/promotion?

Ans:

Evidently, the success of an individual can explain a job performance, behaviors at that time it can be used in any type of the job application or the payment review.

35. What is present in a Succession data model?

Ans:

All records of the employee are present in a succession data model. This type of succession data model constructs a fields of both internal (information related to employment) and also external (personal information of employee) works.

36.What is difference between the workday and SuccessFactors?

Ans:

However, if accessibility is one of key priorities while selecting HCM software, Workday HCM lacks mobile recruiting and native mobile apps for Android and an iOS. In comparison, SuccessFactors is a slightly more well-equipped and accessible with applicant tracking and recruiting capabilities.

37. What is defined by a corporate data model?

Ans:

The corporate data model explains foundation object fields and their interconnections. Once again they contain a type of an organization, mode of payment, and job role.

38.Which is a better SAP HCM or SuccessFactors?

Ans:

Their technical support is very good.” ” is the best cloud-based HR solution tool for the any size business.” “SAP SuccessFactors is the stable solution.”

39. Mention other two data models that are used?

Ans:

• Event Derivation rules.
• Workflow rules.

40.What is FTE in a SuccessFactors?

Ans:

The FTE (full-time equivalent) field has value automatically calculated by a system via a formula: FTE = standard weekly hours in a Job Info/standard weekly hours in a base object, where the term “base object” refers to a Position, Company, Location, or Job Classification.

41. What are the SAP SuccessFactors?

Ans:

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

42.Does a SuccessFactors have an API?

Ans:

SuccessFactors has various APIs available, OData and SFAPI. From documentation: SFAPI: The SFAPI is a SuccessFactors Data API.

43. What is importance and benefits of a SAP SuccessFactors?

Ans:

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

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

44. What does succession data model contain?

Ans:

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

45. Won’t assessment of Success Factors take a too long?

Ans:

Initially, making assessment may take some time because it is the new process and we’re dealing with a new concepts but it is worthwhile for benefits they bring.

46.What are 3 deployment models available in a SuccessFactors?

Ans:

To start, SAP SuccessFactors has a four deployment models: Talent Hybrid, Side-by-Side, Core Hybrid, and a Full Cloud HCM.

47.What is a SAP SuccessFactors used for?

Ans:

SAP SuccessFactors HCM Suite is a SAP’s SaaS human resources solution. It offers the variety of applications from Core HR applications like Employee Central or Employee Central Payroll, as well as a Talent Management covering for example of Recruiting and Onboarding.

48.What is difference between the SuccessFactors and Employee Central?

Ans:

SuccessFactors Employee Central provides the option to manage key HR operations and contains a HR master data like employee name, identification, user name, etc. As a SuccessFactors is a cloud solution and manages quarterly, and can easily accommodate an organization’s changing a work force structure.

49. What method can Employee Central be Integrated Externally with the other Products?

Ans:

External Integration of an employee central can be done by using the Cloud-based integration platform.

50.Why three levels are present in framework?

Ans:

The three levels of a framework are not ranked but still, explains a wide range of the behaviors that are close to various job roles.

51. Is SAP SuccessFactors HRIS?

Ans:

SAP SuccessFactors Employee Central is a SAP’s HRIS software. The cloud solution can help to standardize processes globally and provides visibility to make a better people decisions. It includes a capabilities for managing the user profiles, organizational charts, global benefits administration, and absence management.

52.How do get an API key for a SuccessFactors?

Ans:

• Turn on a permission for Manage OAuth2 Client Applications: Navigate to a Admin Center.
• Navigate to an Admin Center.
• Click Register Client Application in upper right corner.
• To generate new X.
• Click Register.
• The system generates the API Key in a API Key field.

53.What is a dynamic roles in SuccessFactors?

Ans:

With dynamic roles, and can flexibly assign various users, positions, or dynamic groups as a workflow approvers, contributors, and CC roles according to certain foundation data of a subject user or a MDF position object.

54. I am trying to record the video or upload content to SAP Jam and/or SuccessFactors LMS, but it won’t work?

Ans:

Sometimes users of a SAP see a message that says “You’ve reached a file storage limit.” If this is case, your company will have to contact SuccessFactors to resolve the problem . For this or any other issue related to a SAP Jam, please contact individuals within a company with access to a Support Portal.

55.what database does a SAP SuccessFactors use?

Ans:

Use a Oracle ODBC Gateway and Heterogeneous Services technology to access a SAP SuccessFactors data from an Oracle system. The Oracle Database Gateway for a ODBC and Heterogeneous Services technology enable connect to a ODBC data sources as a remote Oracle databases.

56.Is SuccessFactors an ERP?

Ans:

SAP SuccessFactors integration with the SAP ERP is cloud-to-on-premise. In Integration Content Catalog, can find a various integration packages that facilitate a integration of SAP ERP-based processes with a cloud-based HCM processes of a SAP SuccessFactors.

57.What is a workflow in SuccessFactors?

Ans:

In a SuccessFactors Employee Central system, a workflow is the series of connected steps that enable approval by or notice users for modifications to data within the system.

58.Is SuccessFactors a CRM?

Ans:

SAP SuccessFactors has released the set of Candidate Relationship Management (CRM) features designed to engage a candidate throughout an entire recruitment process.

59.Is SuccessFactors an LMS?

Ans:

SAP SuccessFactors Learning is the cloud-based LMS that is part of a SAP SuccessFactors HCM Suite.

60.How many modules are in a SuccessFactors?

Ans:

The SuccessFactors BizX suite includes a 9 integrated modules and helps companies adapt their workforce to a business strategy at all stages of the company’s annual business cycle, as well as hiring cycle of an employees.

61. Is SuccessFactors SaaS or a PAAS?

Ans:

SuccessFactors is the Software as a Service (SaaS) with the following benefits: No hardware neede Standard software with a 2 releases in a year. Scalable.

62.How does a SSO work SuccessFactors?

Ans:

Successfactors SAML Single Sign-On (SSO) solution by the miniOrange provides secure Single Sign-On login into a SAP SuccessFactors platform for users using a single set of a login credentials with Security Assertion Markup Language (SAML) as authentication method.

63.What system do when a label for language is missing in one of data models?

Ans:

Default label.

64.Recently enabled German for a customer’s instance.how check?

Ans:

Log in to an instance , Proxy in as a user and Options menu and change a language to German.

65.Can explain what OData is and why it’s used with a SuccessFactors?

Ans:

OData is the standard protocol for creating and consuming data APIs. It’s used with the SuccessFactors because it allows for easy creation of data-driven applications that can access and update data in a SuccessFactors system.

66.What’s the difference between a SuccessFactors BizX Suite and SuccessFactors HXM suite?

Ans:

The SuccessFactors BizX Suite is the complete, end-to-end HR solution that helps businesses manage all aspects of the HR needs, from recruiting and onboarding to a performance management and succession planning. The SuccessFactors HXM Suite is the cloud-based HR solution that helps to businesses manage their HR needs in a much efficient and effective way. The HXM Suite includes a modules for recruiting, onboarding, performance management, and succession planning.

67.What is a ESS (Employee Self Service) and MSS (Manager Self Service)?

Ans:

ESS is the web-based interface that allows employees to view and update their personal information, as well as view their payroll information. MSS is the web-based interface that allows managers to view and update their employees’ personal information, as well as a view their employees’ payroll information.

68.What is a ECM (Employee Central Management)?

Ans:

ECM is the cloud-based human resource management system (HRMS) that provides single system of record for employee data. It includes core HR functionality, as well as a talent management, benefits, and payroll.

69. If a Success Factor is changed during a year how do know what will be reviewed against at next PDR?

Ans:

Through a dialogue/communication between manager and the individual. The change can also be flagged on a PDR form.

70.What are advantages of using a SuccessFactors over other HCM solutions?

Ans:

SuccessFactors provides comprehensive HCM solution that is designed to help an organizations manage their workforce more effectively. The solution includes a number of modules that cover a different aspects of HR, from recruiting and a onboarding to performance management and learning and development. SuccessFactors also offers the number of features that are designed to improve a user experience, such as a social collaboration platform and the mobile app.

71.What is a HRIS? How is it related to the SuccessFactors?

Ans:

HRIS stands for a Human Resources Information System. It is the software application that is used to save and manage employee data. SuccessFactors is the cloud-based HR software application that is used to manage an employee performance and talent. It includes a module for HRIS, which allows users to save and manage employee data within a SuccessFactors application.

72.Can explain how data replication works on a SuccessFactors?

Ans:

Data replication is a process of copying data from the one location to another. In a context of SuccessFactors, data replication is used to copy data from a SuccessFactors database to a customer’s local database. This allows the customers to have a local copy of their data, which can be used for the reporting and analysis. Data replication is a key part of a SuccessFactors platform, and it is important to understand how it works in order to effectively use a platform.

73.What is significance of business rules in a SuccessFactors?

Ans:

Business rules are the key part of SuccessFactors because they allow to automate and customize the system to fit a specific business needs. By creating business rules, and can control things like how data is entered, what data is be displayed, and how users are notified of a changes. This makes SuccessFactors much much flexible and powerful than the other HR systems.

74.What’s understanding of a SAP Fiori? Why is it important?

Ans:

SAP Fiori is the collection of role-based, responsive, and personalizable apps that are built on a SAPUI5 framework. It is important because it provides users with modern, intuitive, and consistent experience across all the devices and platforms.

75.Can explain the difference between the workforce deployment and workforce management in a context of SuccessFactors?

Ans:

Workforce deployment is all about an ensuring that the right people are in a right roles at the right time, in order to meet a demands of the business. Workforce management is a more concerned with the ongoing management and development of an employees, in order to ensure that they are able to meet an ever-changing needs of a business.

76.What’s the difference between one-time bonus payment and recurring compensation adjustment?

Ans:

A one-time bonus payment is the lump sum that is paid out once and is not a recurring. A recurring compensation adjustment is ongoing adjustment that is made to an employee’s compensation on the regular basis.

77.How does performance review process work in a SuccessFactors?

Ans:

The performance review process in a SuccessFactors is designed to help employees and managers track and improve the performance over time. The process begins with the setting goals and objectives for a review period. Employees and managers then track the progress towards these goals throughout a review period. At the end of review period, employees and managers meet to performance and identify areas for an improvement.

78.What is “provisioning request” in SuccessFactors?

Ans:

A provisioning request is the request that is made to the SuccessFactors system in order to a provision, or create, a new user account. This request can be made manually by the administrator, or it can be made automatically through the integration with an HRIS system.

79.How many ways are there to assign roles to users ina SAP SuccessFactors?

Ans:

1. 1. Manually assigning roles to the users.
2. 2. Automatically assigning roles to a users based on their organizational structure.
3. 3. Automatically assigning a roles to users based on .

80.Can explain how to deactivate an employee in a SuccessFactors?

Ans:

To deactivate employee in a SuccessFactors, will need to go to an Employee Files tab and select employee that want to deactivate. Once have selected the employee, click on a “Deactivate Employee” button. A pop-up window will appear asking to confirm deactivation. Once have confirmed deactivation, the employee will be deactivated and will no longer have access to a SuccessFactors.

81.How do create a new user in the SAP SuccessFactors?

Ans:

Can create a new user in a SAP SuccessFactors by going to the Admin Center and selecting a “Users” tab. From there, will click on a “Add New User” button and fill out required information.

82. What is a Preventive and predictive maintenance?

Ans:

It Allows the maintenance to be carried out at a predetermined intervals, or to the other prescribed criteria.

83. What is a company code?

Ans:

The company code is smallest unit in a company, it is used in a purpose of representing a closed system for a cost accounting.

84. Where does a production order use?

Ans:

The production order used in a discrete manufacturing.

85. site didn’t ask for the company ID before, but now it does. Why?

Ans:

The SuccessFactors login page appears in a one of two possible formats: one that asks for the Company ID and one that doesn’t. If asked, are required to supply a Company ID to access a system. If not asked for Company ID on the login page, it’s because Company ID was included in the link used to get to the page. recommend that are bookmark the page or add it to a browser’s Favorites list so that are never need to remember a company ID.

86. Recently enabled German for the customer’s instance. how to check?

Ans:

Log in to an instance, Proxy in as a user and Options menu and change a language to German.

87. Where create associations?

Ans:

Corporate Data Model and also object definition tool.

88. If could give a one piece of key advice to a customer who is going to implement an Employee Central, what would it be?

Ans:

One key piece of advice to customers would be to an utilize the Employee Central implementation as an opportunity to re-examine ways that they do business. The fact that are solution is so flexible and agile is an avenue for an organizations to adopt a product design to build a solution that turns them into a agile organization and hence better suited to thrive in the competitive landscape.

89. What would say are weak spots of an Employee Central?

Ans:

There are some features that are believe have the potential for improvement and can further enhance a value of Employee Central. The first one is when Foundation Object data changes a data must propagate more seamlessly to an employee Job Information record. The other main area of improvement that have already mentioned is data imports. The transport mechanism from a Test instance to the Production instance has seen enhancements, but it needs to be a further improved as that will have a significant impact on an implementation timeline.

90. Is it too subjective to choose a success factors?

Ans:

Success factors are examples of a objective standards as well as the benchmarks with subjectivity in all elements dealing with people.

91. What’s so special about a Employee Central versus SAP HCM. What is a value proposition that appeals to customers?

Ans:

• Easy-to-use a data structures.
• Usability.
• Support and maintenance.

92. Where do create a associations?

Ans:

A Corporate Data Model and also object definition tool.

93. Who are individuals within my company who have access to a Support Portal and can interact with a Support?

Ans:

In general, these users are within a company’s HR department and they are responsible for an administering SuccessFactors software. This person controls access to a SuccessFactors data within a company and can reset a usernames and passwords, restore locked accounts, and perform the other functions.

94. I am a job candidate who applied for position at a company whose website says “Powered by a SuccessFactors” or “Powered by a Jobs2Web”. How do receive technical support or ask questions about my application?

Ans:

applied for a job at a company that uses a SuccessFactors’ Recruiting Marketing product to host its career site. Please direct to any questions or support requests to a company to which you applied.

95. What is a CN24N?

Ans:

The CN24N is involved in an overall network scheduling transactions with the selected options.

96. Who are qualified for using a SAP SuccessFactors Payroll system?

Ans:

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

97. What is a employee central payroll system?

Ans:

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

98. Explain a Automatic reports shipping?

Ans:

Ensures a consistency of information exchanged between the business and environmental, health, and safety processes with an automated shipping of material safety data sheets. Current data is an instantly available, redundant data maintenance is to be avoided, and reports are shipped in a respective language the recipient country.

99. How many data models are there in an Employee Central?

Ans:

Earlier had 7, currently, there are the only 4 Data Models.

100. A request or instruction to Purchasing to a procure a quantity of a material or service so what is available at certain point in time?

Ans:

Purchase Requisition.