How do you set the Event Reason Derivation rule to ensure event reasons are NOT overwritten?

How is the event reason derived when a business rule is enabled for import?

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

How do you configure alert recipients?

A customer has scheduled an HRIS sync job, which includes mapping of titles, to run every Friday. On Tuesday; an employee's job title is changed via Manager Self-Service (MSS) to become effective on Thursday. When will the synchronization happen?

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)

What must be done to ensure that you can use a custom generic (MDF) object for Employee Self-Service? Note: There are 2 correct answers to this question.

An HR admin/Global Mobility person must create a transfer for an employee. The employee will be moving from Position A in Team A to Position B in Team B. Both managers will have to approve the transfer. How do you configure a two-step workflow so that the approval goes first to the current manager and second to the future manager?

Which object requires entity-type to be configured in HRIS sync mapping?

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

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

What tags are supported in alert messages? Note: There are 2 correct answers to this question.

Fields in the termination screen are configured in which hris-element?

Which objects are supported in cross-entity business rules? Note: There are 2 correct answers to this question.

You nave 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 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:

Due to confidentiality reasons, when the HR Business Partner (maintained in Job Relationship) is creating a change in salary for an employee, this action will need to be approved by the manager of the HR Business Partner creating the request. How do you define this in the workflow when filling in the Approver Type, Approver Role, Context, and Relationship to Approver? Refer to the screenshot to answer the question.

Which action in the THEN statement is used for propagation?

What does SAP SuccessFactors recommend when you create custom associations between foundation objects (FO)?

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

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

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

Which of the following standard behaviors in Position Management can be set differently using Position Types? Note: There are 3 correct answers to this question.