SAP SuccessFactors Interview Questions And Answers for experienced professionals from Codingcompiler. These SAP SuccessFactors interview questions were asked in various interviews conducted by top multinational companies across the globe. We hope that these interview questions on SAP SuccessFactors will help you in cracking your next SAP SuccessFactors job interview. All the best and happy learning.
In this blog, You are going to learn
- SAP SuccessFactors Interview Questions
- SAP SuccessFactors Interview Questions And Answers
- The Best SAP SuccessFactors Interview Questions And Answers
- Most Frequently Asked SAP SuccessFactors Interview Questions
SAP SuccessFactors Interview Questions
- What is SAP SuccessFactors?
- Define Success factors and why are they called by that name?
- In What way can Employee Central be Integrated with Successfactors Products?
- What does the Succession Data Model contain?
- What is configured in the Country -Specific Succession Data Model?
- What does the Corporate Data Model define?
- What is defined in the Country -Specific Corporate Data Model?
- How many data models are there in Employee Central?
- How do you masked sensible data in a field?
- How do you set a field so the user can edit it?
SAP SuccessFactors Interview Questions And Answers
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. Define Success factors and why are they called by that name ?
Answer: Because they explain behaviours which results to successful performance in the job.
Q3. In What way can Employee Central be Integrated with Successfactors Products?
Answer:
With the help of HRIS sync by successFactors Products, Employee central can be Integrated Internally.
Q4. What does the Succession Data Model contain?
Answer: The Employee Records are contained in the Succession Data Model. The succession data mode configures the fields that will appear in the Employee’s Personal Information (outside of work) Employment Information (inside of work).
Q5. What is configured in the Country -Specific Succession Data Model?
Answer:Address formats, country specific fields and international standards are set in the country-spe, succession data model.
Q6. What does the Corporate Data Model define?
Answer:Foundation Objects and their relationships are defined in the corporate data Model. Foundation Objects are also called Foundation Tables. They include Organization, Job and Pay.
Q7. What is defined in the Country -Specific Corporate Data Model?
Answer: In here foundation objects fields for a separate country are defined.
Q8. How many data models are there in Employee Central?
Answer:7
Q9. How do you masked sensible data in a field?
Answer: Set the attribute pii=”true”
Q10. How do you set a field so the user can edit it?
Answer: Set the attribute visible=”both”
The Best SAP SuccessFactors Interview Questions And Answers
Q11. How do you make a field to be required to be filled?
Answer: Set the attribute required=”true”
Q12. What is a DTD?
Answer:Document Type Definition of the data model
My vision is to build a truly integrated HR in the cloud. A truly integrated HR is the key enabler for Organizations to maximize their business outcomes.
Q13. How do you integrate Employee Central with other SuccessFactors Products?
Answer: Employee Central integrates internal with other SuccessFactors products through HRIS Sync.
Q14. What is present in Succession data model?
Answer: All the records of the employee are present in succession data model.This type of succession data model constructs the fields both internal(information related to employment) and external(personal information of employee) works.
Q15. Is it necessary to select the same level for the identified success factors?
Answer. No, it may result in single level.
Q16. What is the different PLM software available?
Answer:
Some of the important software are Teamcenter, Enovia, Windchill, Creo, Aras, Arena PLM, Agile PLM, SAP PLM, Sharp PLM.
Important benefits of PLM
Improved cycle time
Less rework and decreased room for errors
Better use of resources
Increased productivity
Enhanced Quality of product
Better design integrity
Better analytics
Q17. What If The Employee Doesn’t Agree With The Success Factors That Their Manager Has Chosen?
Answer: The manager uses the job analysis information to determine the Success Factor for the role in conjunction with discussions with the individual. However, it is ultimately the manager’s decision.
Q18. what is Preventive and predictive maintenance?
Answer: It Allows maintenance to be carried out at predetermined intervals, or to other prescribed criteria.
Q19. What type of support can one have by success factors?
Answer: Managers can get training. By using its proper guidance and documentation will also be present on the HR website, all the team members of HR can provide advice.
Q20. What if the Success Factor for a role is what the job requires as a technical output e.g. communicating for a careers’ adviser?
Answer: There may be a ‘technical’ requirement to do that but success factors are about ‘how’ the job is done / the behaviors required in carrying out their job.
Most Frequently Asked SAP SuccessFactors Interview Questions
Q21. What are the key features would you like to see added to Employee Central?
Answer:
Actually it is very exciting to share that a few features like the matrix relationship on positions and the manual delegation of workflows were at the top of my features wish list and they have been released in the latest 1402 release. I am busy implementing both of them at a customer and I will keep the community updated on my findings. Some of the other features that I would like I also know are on the roadmap, including Concurrent Employment and managing and generating documents (such as creating exit interview letters or uploading and storing documents required for managing employees on Global Assignment).
Q22. Where you create associations?
Answer:
Corporate Data Model and object definition tool.
Q23. Do they apply to academic staff?
Answer.Yes! partially, there is a same kind of framework for strategic leaders and as well as for researchers which depend on success factors. The idea is to have similarity to all the groups in the university.
Q24. Can we ‘get rid’ of people by using success factors?
Answer. No, this is not the reason why they are developed. They are employed to grow individuals, despite if the behaviors are compulsory for job there will be no development and it can be a performance issue.
Q25. What is the case if the employee don’t agree the success factors that are given by his manager?
Answer. The manager keeps the job information and analysis to estimate the success factors in conjunction with discussions of the individual. Finally it depends on the manager’s decision
Q26. What type of evidence can be expected in accessing success factors?
Answer:
Analysing the last 12 months and picking the best suited one which describes the success factors positively.
Q27. Why Are They Called ‘success Factors’?
Answer : Because they are behaviors which lead to successful performance in the job.
Q28. Are They Going To Apply To Academic Staff As Well?
Answer :
There is a similar framework for Strategic Leaders Framework and one for researchers which have been based on Success Factors. The idea going forward is to have something similar for all staff groups in the university.
Q29. Once A Success Factor Has Been Chosen For A Role Can It Be Changed?
Answer :
Yes; it depends on the requirements / needs of the role at any point. It is fluid and therefore may change year on year.
Q30. If Success Factors Are Important – How Do You Pick The Right Ones?
Answer :
Use the job analysis information and advice from your HRO and other managers with the same roles to determine the 3-5 core success factors. It will become easier with practice.
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