Successfactors Job Support and Interview Questions

Call us: 419-408-3178 Email:training@verity-sol.com

Call us: 419-408-3178 Email:training@verity-sol.com

   1)If remove the Cost Center HRIS element from the Corporate Data Model..what need to done to avoid error
Ans)Cost Center field in the Job Info element set to visibility = "none".

2)rule event type use to have legal entity automatically filled in when opening Add New Employee
Ans)onInit

3)where create new positions
Ans ) Company Info section and Manage Data tool

4)How create a new picklist
Ans)Export the data format and add a new picklist ID and new picklist values to the file

5)data model do you use to set up a National ID display format
Ans)Country-specific Succession Data Model

6)integrates Employee Central data with data in the basic employee profile
Ans)HRIS synchronization

7)Function of icon shown in screen shot
Ans)Translation of foundation object

8)tool used to enable employees to initiate changes to their own employee data
Ans) RBP

9)where configure the fields in a dynamic role
Ans)Corporate Data Model

10)What you enter in the manager field when importing employee data
Ans)Manager's user ID

11)Where you create associations
Ans)Corporate Data Model and object definition tool

12)recently enabled German for your customer's instance.how you check?
Ans)Log in to the instance , Proxy in as a user and Options menu and change language to German

13)What system do when a label for a language is missing in one of the data models
Ans)default label

14)Time off fileds are available
Ans)Work schedule and Holiday calendar

15)What attribute do you use to mask a sensitive field on a screen
Ans)pii

16)How update entire department with a new cost center
Ans)mass changes and Import the job history

17)purpose of API
Ans)data extraction from SuccessFactors' products and used in external products

18)elements can you configure in the country-specific Corporate Data Model
Ans)jobClassLocal , legalEntityLocal and corporate address

19)Where do you create event reasons
Ans)Manage Organization, Pay and Job Structures tool

20)Only the HR department in Germany should be able to access German employee data but Hr department is also access data..why??
Ans)Permission group and target group are configured incorrectly.

21)What Employee Central component is in Corporate Data Model
Ans)Foundations object

22)Workflow must go to respective president of employees division.What workflow feature to configure
Ans)Dynamic role

23)what is Set User Permissions section of Admin Tools is granted automatically to Admins created in Provisioning
Ans)RBP

24)employee's compa ratio, stored under Compensation Information, is incorrect.what you check??
Ans)Pay range

EC certification questions

Question:: Where can you create associations?
Note: There are 2 correct answers to this question.
A. In the Configure Object Definitions tool
B. In the Corporate Data Model
C. In the Configure Business Rules tool
D. In the Succession Data Model
Answer: A, B

Question:: What field attribute do you use to mask a sensitive field on a screen?
A. visibility
B. pii
C. type
D. id
Answer: B

 Question::You remove the Cost Center HRIS element from the Corporate Data Model.
What must be done in the Succession Data Model to avoid errors in the system?
A. The Cost Center HRIS element must be set to visibility = "none".
B. The Cost Center field in the Job Info element must be set to required = "false".
C. The Cost Center field in the Job Info element must be set to visibility = "none".
D. The Cost Center HRIS element must be set to required = "false".
Answer: C

 Question:: Where do you create event reasons?
A. In the Manage Templates tool
B. In the Configure Business Rules tool
C. In the Event Reason Rules Derivation data model
D. In the Manage Organization, Pay and Job Structures tool
Answer: D

 Question:: Your customer has asked you to build a generic object with a field that references a foundation object. What attribute must you configure to connect this field to the foundation object?
A. Composite association
B. Label
C. Valid Values Source
D. Destination Field Value
Answer: C

 Question::
You want to create a metadata framework (MDF) object that is a composite association of two MDF objects.
Where do you define the association?
A. In the Manage Data tool
B. In the Corporate Data Model
C. In the Configure Business Rules tool
D. In the Configure Object Definition tool
Answer: D

 Question:: Which configuration sections are available when a generic object definition is created using the Metadata Framework?
Note: There are 3 correct answers to this question.
A. Searchable Fields
B. Configuration UI
C. Associations
D. Picklist Values
E. Security
Answer: A, C, E


EXAM_1
All Employee Data is effectively dated.
     True
     False

Ans: False.

An employee's file can have a company not listed in the foundation tables.
     True
     False

Ans:: FALSE




What do you use to create organizational structure?
     Propagation
     Picklists
     Associations
     Workflows

Ans: Associations


Employee Central provides visibility across all data systems.
     True
     False

Ans; True

External Integration is how Employee Central integrates with other SuccessFactors modules and communicates through HRIS.
     True
     False

Ans: False.


Position records can be managed through Manage Organization, Pay, and Job Structures
     True
     False

Ans: False.


What tool would you use to define the Position Object?
     Manage Org, Pay and Job Structures
     Configure Object Definitions
     Corporate Data Model
     Manage Positions


Ans: Configure Object Definitions.


With a Composite Association, both Generic Objects (MDF) still exist as separate records in Manage Data
     True
     False

A ns: False.

The Catch-All rule dictates ANY change to an Employee's file, through the take action button, will result in a workflow.
     True
     False

Ans: False.


The Make Correction button will NOT trigger a workflow.
     True
     False

Ans: False.

Where are workflows for Time Types configured?
     Configure Business Rules
     Manage Time Off Structures
     ConfigureObject Definitions
     Manage Organization, Pay and Job Structures

Ans: Configure Business Rules.


Workflow Contributors can only post comments on a workflow.
     True
     False

Ans: True.


Work Schedules for Time Off only need to include work days.
     True
     False

Ans: True

Which type of Admin is responsible for managing all security through roles and permission groups in the Role Based Permission framework?
     Security Admin
     Local Admin
     Admin User

Ans; Security Admin

Only one member of a workflow group has to approve a request for the workflow to move to the next step.
     True
     False


Ans::  True

Concurrent Employment must be enabled in Provisioning.
     True
     False
Ans: True.

Customers have access to the Admin Tools section in the instance
     True
     False

Ans: True

Employee Central Payroll should be integrated with Employee Central before customer requirements are configured.
     True
     False

Ans: False.


Choose all steps you must complete when adding a Generic Object (MDF) to an Employee File
     Set up Composite Associations
     Manage Configuration UI
     Assign appropriate Role Based Permissions
     Set Data Type for externalcode to User

Ans: Manage Configuration UI, Assign Appropriate Role Based Permissions,


Which admin has the ability to Manage Role Based Permission Access?
     Local Admin
     Security Admin
     Super Admin

Ans: Security Admin


List ALL ways that Employee Data is managed in Employee Central.
     Succession Data Model
     country-specific Succession Data Model
     country-specific Corporate Data Model
     Corporate Data Model
     Role-Based Permissions

Ans: Succession Data Model, Country Specific Succession data Model and Role Based Permissions.


Which of the following is NOT a Foundation Object?
     Department
     Pay Group
     Job Information
     Legal Entity

Ans: Job Information.

A reporting schema is the set of tables which contain data available for reporting
     True
     False

Ans: False.

Choose the correct definition of Self Service:
     A feature which allows managers to initiate employee changes without HR assistance
     A feature which allows employees to initiate transactions that are completed by HR
     A feature which allows employees to initiate or complete transactions on their employee file
     A feature which allows employees to make changes to their future-dated employee records

Ans:: A feature which allows employees to initiate or complete transactions on their employee file





EXAM¬ _2


The Catch-All rule dictates ANY change to an Employee’s file, through the take action button, will result in a workflow.  True or False
Ans:: FALSE
Which tool is used to enable Role Based Permissions on an Instance?
     Provisioning
     Set User Permissions
     Instance
     Admin Tools

Ans:: Provisioning System.

How many different Data Models does Employee Central Utilize?
     5
     8
     7
     4

Ans: 7

An employee's file can have a company not listed in the foundation tables.
     True
     False
ANS: FALSE



A reporting schema is the set of tables which contain data available for reporting
     True
     False

Ans: False


Which admin has the ability to Manage Role Based Permission Access?
     Security Admin
     Super Admin
     Local Admin

Ans: Security Admin

Generic Objects (MDF) must use MDF Picklists
     True
     False

Ans: True

Work Schedules for Time Off only need to include work days.
     True
     False
Ans: True

What do you use to create organizational structure?
     Propagation
     Workflows
     Picklists
     Associations

Ans: Associations
A
Employee Central Payroll should be integrated with Employee Central before customer requirements are configured.
     True
     False

Ans: False

Generic Objects (MDF) can be mapped to the employee file.
     True
     False
Ans: TRUE

Choose the correct definition of Self Service:
     A feature which allows employees to initiate transactions that are completed by HR
     A feature which allows managers to initiate employee changes without HR assistance
     A feature which allows employees to make changes to their future-dated employee records
     A feature which allows employees to initiate or complete transactions on their employee file
ANS: A feature which allows employees to initiate or complete transactions on their employee file

Which of the following statements are true for Application Programming Interfaces (APIs)? (choose all that apply)
     API is a Mechanism for integration
     APIs are Available via the internet
     APIs are defined set of protocols so that data can be accessed, updated, and extracted from a system
     APIs are reporting tools

Which best describes a DTD?
     It provides detailed error messages for your XML configuration.
     Used to define the structure of a Data Model in XML.
     It checks the spelling of the Data Model
ANS:: Used to Define the structure of a Data Model in XML

Which of the following is NOT a Manager Self-Service option?
     Change Job Info
     Global Assignment
     Change Contact Info
     Change Compensation Info

Ans:: Change Contact Info

With a Composite Association, both Generic Objects (MDF) still exist as separate records in Manage Data
     True
     False
ANS: FALSE


Only one member of a workflow group has to approve a request for the workflow to move to the next step.
     True

Ans: TRUE.
    False

Concurrent Employment must be enabled in Provisioning.
     True
     False
ANS: TRUE.
ANS: TRUE.
Which statements are true about Effective Dating?
     Records are not available until the effective date.
     Multiple changes per day are supported.
     Inserting new record closes the existing record using the previous day's date.
     Used for items that have a "start date".
ANS: Records are not available until the effective date.
Used for items that have a start date
Multiple changes per day are supported.
Queries are built in the Online Report Designer and then transferred to Detailed Reporting to create reports
     True
     False
ANS: TRUE

Which type of Admin is responsible for managing all security through roles and permission groups in the Role Based Permission framework?
     Admin User
     Local Admin
     Security Admin
ANS: Security Admin

The Make Correction button will NOT trigger a workflow.
     True
     False
ANS: TRUE

Which of the following are field data types for Generic Objects (MDF)?
     Pii
     Foundation Object
     Label
     String

ANS: STRING

All Employee Data is effectively dated.
     True
     False

ANS::FALSE  

What tool would you use to define the Position Object?
     Configure Object Definitions
     Corporate Data Model
     Manage Positions
     Manage Org, Pay and Job Structures

    ANS: Configure Object Definitions.

Position records can be managed through Manage Organization, Pay, and Job Structures
     True

     False
ANS: FALSE
Workflow Contributors can only post comments on a workflow.
     True

     ANS: TRUE.         False
Data Models need to be associated to a DTD for validation to work.
     True

     False
ANS: TRUE
The Make Correction button will NOT trigger a workflow.
     True

     False
ANS: TRUE.
Employee Central Payroll should be integrated with Employee Central before customer requirements are configured.
     True

     False

ANS: FALSE
Work Schedules for Time Off only need to include work days.
     True

     False
ANS: TRUE
A reporting schema is the set of tables which contain data available for reporting
     True
     False
ANS: FALSE.

List ALL ways that Employee Data is managed in Employee Central.
     Role-Based Permissions

     country-specific Succession Data Model
     Succession Data Model

     country-specific Corporate Data Model
     Corporate Data Model
ANS: Succession Data Model, Country Succession Data Model, RBP
Where do you create new records for Foundation Objects?
     Corporate Data Model

     Manage Organization, Pay and Job Structures
     ConfigureObject Definitions

     Succession Data Model
ANS: Manage Organization, Pay and Job Structures.
Person Data is: (check all that apply)
     All effective dated

     Configured using the Succession Data Model
     Configured using the Corporate Data Model

     Independent of an individual's employment

ANS: Configured using Succession Data Model
Independent of an Indiviidual’s employment.

How many different Data Models does Employee Central Utilize?
     5

     7
     8

     4

ANS: 7
An employee's file can have a company not listed in the foundation tables.
     True

     False

ANS: FALSE.

Customers have access to the Admin Tools section in the instance
     True

     False
ANS: FALSE
Generic Objects (MDF) can be mapped to the employee file.
     True

     False
ANS: TRUE.

With a Composite Association, both Generic Objects (MDF) still exist as separate records in Manage Data
     True

     False
ANS: FALSE
Choose the correct definition of Self Service:
     A feature which allows managers to initiate employee changes without HR assistance

     A feature which allows employees to initiate transactions that are completed by HR
     A feature which allows employees to make changes to their future-dated employee records

     A feature which allows employees to initiate or complete transactions on their employee file
ANS: A feature which allows employees to initiate or complete transactions on their employee file

Employee Central provides visibility across all data systems.
     True

 ANS: TRUE.    False
SuccessFactors Time Off is managed through Generic Objects (MDF)
     True

     False
ANS: TRUE

What tool would you use to define the Position Object?
     Configure Object Definitions

     Corporate Data Model
     Manage Positions

     Manage Org, Pay and Job Structures

ANS: CONFIGURE OBJECT DEFINITIONS.

What do you use to create organizational structure?
     Picklists

     Associations
     Workflows

     Propagation

ANS: Associations

Which best describes a DTD?
     It provides detailed error messages for your XML configuration.

     It checks the spelling of the Data Model
     Used to define the structure of a Data Model in XML.

ANS: Used to define the structure of a data model in xml.

External Integration is how Employee Central integrates with other SuccessFactors modules and communicates through HRIS.
     True

     False

ANS: FALSE

Which data models control the behavior of all Foundation Data in Employee Central?
     Country Specific Corporate Data Model

     Country Specific Succession Data Model
     Corporate Data Model

     Succession Data Model

ANS: Corporate Data model, Country specific corporate Data Model.


Generic Objects (MDF) must use MDF Picklists
     True

     False
ANS: TRUE


Question: 1
Based on the recommended multi-step formula for Employee Central implementation projects, what should you do before you create foundation objects in the system?
Note: There are 2 correct answers to this question.
A. Configure role-based permissions.
B. Import picklists.
C. Configure the Corporate Data Model and the Succession Data Model.
D. Import employee data.
Answer:  B, C
Question: 2
What data model do you use to set up a National ID display format?
A. Country-specific Corporate Data Model
B. Country-specific Succession Data Model
C. Succession Data Model
D. Corporate Data Model
Answer:  B
Question: 3
How do you create a new picklist?
A. Export all picklists and add a new picklist ID and new picklist values to the file.
B. Enter the new picklist values into the OptionId column.
C. Import the picklist file using the Picklist Mappings tool.
D. Export the data format and add a new picklist ID and new picklist values to the file.
Answer:  D
Question: 4
What Employee Central component is found in the Corporate Data Model?
A. Employee data fields
B. Role-based permissions
C. Foundation objects
D. Generic objects
Answer:  C
Question: 5
As a best practice, the FTE field must be visible to the HR department and to managers. They should not be able to edit this field.
How would you configure the FTE field in the system?
Note: There are 2 correct answers to this question.
A. In the Succession Data Model XML, set the FTE field visibility to „none”.
B. In role-based permissions, grant the HR role and Manager role the „View Current” and „View History” permission for the FTE field.
C. In role-based permissions, grant the HR role and Manager role the „View Current” and „View History” permission for the job information actions.
D. In the Succession Data Model XML, set the FTE field visibility to „view”.
Answer:  B, D
Question: 6
A customer wants to create a custom field as part of the employment data.
How do you fulfill this requirement?
A. 1. Create the new field in the Succession Data Model.
2. Import the updated XML file using provisioning.
3. Set permissions for the field in role-based permissions.
B. 1. Create a new HRIS element and a custom field.
2. Import the XML file using provisioning.
3. Set permissions for the new element and field using role-based permissions.
C. 1. Create the new field in the Succession Data Model.
2. Import the XML file using provisioning.
3. Set the visibility attribute of the custom field in configure employee files.
D. 1. Create the new field in the Corporate Data Model.
2. Import the updated XML file using provisioning.
3. Set the visibility of the field to „both” using role-based permissions.
Answer:  A
Question: 7
Your customer reports that they are unable to add a new „Bonus” pay component to their „Total Target Compensation” pay component group. There is an association between the pay component group and the pay component.
What is a possible reason that the customer is experiencing this problem?
A. The „Bonus” pay component has a different currency than the „Total Target Compensation” pay component group.
B. The „Bonus” pay component has a different frequency than the „Total Target Compensation” pay component group.
C. The „Bonus” pay component also has an association to another pay component group.
D. The „Bonus” pay component has a later effective date than the „Total Target Compensation” pay component group.
Answer:  D
Question: 8
Where can you create associations?
Note: There are 2 correct answers to this question.
A. In the Configure Object Definitions tool
B. In the Corporate Data Model
C. In the Configure Business Rules tool
D. In the Succession Data Model
Answer:  A, B
Question: 9
Your customer wants Brazil to be added to their country-specific Succession Data Model to capture National ID information.
How does SAP recommend that you add this country?
A. 1. Copy an existing country from the customer’s country-specific Corporate Data Model.
2. Paste the existing country into the customer’s country-specific Succession Data Model relabeled with Brazil’s country code.
B. 1. Use the Master country-specific Succession Data Model to copy the Brazil-specific fields.
2. Paste the field into the customer’s country-specific Succession Data Model and country-specific Corporate Data Model.
C. 1. Copy an existing country from the customer’s country-specific Succession Data Model.
2. Paste the existing country into the customer’s country-specific Succession Data Model relabeled with Brazil’s country code.
D. 1. Use the Master country-specific Succession Data Model to copy the Brazil-specific fields.
2. Paste the fields into the customer’s country-specific Succession Data Model.
Answer:  D
Question:  10
Your customer has requested that you create a custom field for employees in Germany to track job information.
What custom field number do you need to identify to configure this new field?
A. The next custom field number that is available in the jobCode element of the Corporate Data Model and the country-specific Corporate Data Model.
B. The next custom field number that is available in the employmentInfo element of the country-specific Succession Data Model.
C. The next custom field number that is available in the employmentInfo element of the Succession Data Model.
D. The next custom field number that is available in the jobInfo element of the Succession Data Model and the country-specific Succession Data Model.
Answer:  D


 SAP EDUCATION SAMPLE QUESTIONS: C_THR81_1502
SAP Certified Application Associate - Cloud HCM Employee Central
Disclaimer: These sample questions are for self-evaluation purposes only and do not appear on the actual certification exams. Answering the sample questions correctly is no guarantee that you will pass the certification exam. The certification exam covers a much broader spectrum of topics, so do make sure you have familiarized yourself with all topics listed in the exam competency areas before taking the certification exam.
Questions
1. How does SAP recommend that you edit a Succession Data Model?
Please choose the correct answer. a)      O      1. Open the latest version of your saved Succession Data Model. 2. Make your updates.
 3. Import the model into the instance.     
 b)      O      1. Open the latest version of your saved Succession Data Model. 2. Make your updates.
 3. Import the model into provisioning.     
 c)      O      1. Export the Succession Data Model. 2. Make your updates.
 3. Import the model into provisioning.     
 d)      O      1. Export the Succession Data Model.
2. Make your updates.
3. Import the model into the instance.     




























There are only few EC Questions -

1) how to create a new picklist?

ans)export the format,add a new picklist id and its values to the file and then import it

2)whic data model do you use to set up pincode/zip code.

ans)country specific succession data model

3)where do you define association

ans)configure object definition

4)which rule type allows for validating field values in MDF objects

ans)saverules

5) how will you change the employee central job information for employees using import employee data?

Ans)analytics-detailed reporting

analytics-adhoc reports

6) Which tool is used to enable employees to initiate change to their data.

ans)RBP

7)the workflows for time types are configured in?

ans)configure business rules

8) how to create association from generic object to foundation object?

ans) by creating a wrapper generic object

9) one question on HRIS sync( remember its definiton)

10)question on API (remember its definition)

11) Business configuration UI?

ans)allows administrators to maintain certain elements of succession data model using end user UI instead of maintainin in XML

12) what are propogation rules?

(there was one question on its xml)

13) Which of the following is not a generic object.

(so look into the sytem and be aware of all the foundation objects,generic objects)

14) how many data models are there?

ans) 7

15) where do your create MDF picklist?

ans)configure ojbect definitons,create new, choose picklist

16) who has the access to Role based permisssion access?

ans)Super admin

17) fields in dynamic role are configured in?

ans) corporate data model


EXAM_1
All Employee Data is effectively dated.
     True
     False

Ans: False.

An employee's file can have a company not listed in the foundation tables.
     True
     False

Ans:: FALSE




What do you use to create organizational structure?
     Propagation
     Picklists
     Associations
     Workflows

Ans: Associations


Employee Central provides visibility across all data systems.
     True
     False

Ans; True

External Integration is how Employee Central integrates with other SuccessFactors modules and communicates through HRIS.
     True
     False

Ans: False.


Position records can be managed through Manage Organization, Pay, and Job Structures
     True
     False

Ans: False.


What tool would you use to define the Position Object?
     Manage Org, Pay and Job Structures
     Configure Object Definitions
     Corporate Data Model
     Manage Positions


Ans: Configure Object Definitions.


With a Composite Association, both Generic Objects (MDF) still exist as separate records in Manage Data
     True
     False

A ns: False.

The Catch-All rule dictates ANY change to an Employee's file, through the take action button, will result in a workflow.
     True
     False

Ans: False.


The Make Correction button will NOT trigger a workflow.
     True
     False

Ans: False.

Where are workflows for Time Types configured?
     Configure Business Rules
     Manage Time Off Structures
     ConfigureObject Definitions
     Manage Organization, Pay and Job Structures

Ans: Configure Business Rules.


Workflow Contributors can only post comments on a workflow.
     True
     False

Ans: True.


Work Schedules for Time Off only need to include work days.
     True
     False

Ans: True

Which type of Admin is responsible for managing all security through roles and permission groups in the Role Based Permission framework?
     Security Admin
     Local Admin
     Admin User

Ans; Security Admin

Only one member of a workflow group has to approve a request for the workflow to move to the next step.
     True
     False


Ans::  True

Concurrent Employment must be enabled in Provisioning.
     True
     False
Ans: True.

Customers have access to the Admin Tools section in the instance
     True
     False

Ans: True

Employee Central Payroll should be integrated with Employee Central before customer requirements are configured.
     True
     False

Ans: False.


Choose all steps you must complete when adding a Generic Object (MDF) to an Employee File
     Set up Composite Associations
     Manage Configuration UI
     Assign appropriate Role Based Permissions
     Set Data Type for externalcode to User

Ans: Manage Configuration UI, Assign Appropriate Role Based Permissions,


Which admin has the ability to Manage Role Based Permission Access?
     Local Admin
     Security Admin
     Super Admin

Ans: Security Admin


List ALL ways that Employee Data is managed in Employee Central.
     Succession Data Model
     country-specific Succession Data Model
     country-specific Corporate Data Model
     Corporate Data Model
     Role-Based Permissions

Ans: Succession Data Model, Country Specific Succession data Model and Role Based Permissions.


Which of the following is NOT a Foundation Object?
     Department
     Pay Group
     Job Information
     Legal Entity

Ans: Job Information.

A reporting schema is the set of tables which contain data available for reporting
     True
     False

Ans: False.

Choose the correct definition of Self Service:
     A feature which allows managers to initiate employee changes without HR assistance
     A feature which allows employees to initiate transactions that are completed by HR
     A feature which allows employees to initiate or complete transactions on their employee file
     A feature which allows employees to make changes to their future-dated employee records

Ans:: A feature which allows employees to initiate or complete transactions on their employee file





EXAM¬ _2


The Catch-All rule dictates ANY change to an Employee’s file, through the take action button, will result in a workflow.  True or False
Ans:: FALSE
Which tool is used to enable Role Based Permissions on an Instance?
     Provisioning
     Set User Permissions
     Instance
     Admin Tools

Ans:: Provisioning System.

How many different Data Models does Employee Central Utilize?
     5
     8
     7
     4

Ans: 7

An employee's file can have a company not listed in the foundation tables.
     True
     False
ANS: FALSE



A reporting schema is the set of tables which contain data available for reporting
     True
     False

Ans: False


Which admin has the ability to Manage Role Based Permission Access?
     Security Admin
     Super Admin
     Local Admin

Ans: Security Admin

Generic Objects (MDF) must use MDF Picklists
     True
     False

Ans: True

Work Schedules for Time Off only need to include work days.
     True
     False
Ans: True

What do you use to create organizational structure?
     Propagation
     Workflows
     Picklists
     Associations

Ans: Associations
A
Employee Central Payroll should be integrated with Employee Central before customer requirements are configured.
     True
     False

Ans: False

Generic Objects (MDF) can be mapped to the employee file.
     True
     False
Ans: TRUE

Choose the correct definition of Self Service:
     A feature which allows employees to initiate transactions that are completed by HR
     A feature which allows managers to initiate employee changes without HR assistance
     A feature which allows employees to make changes to their future-dated employee records
     A feature which allows employees to initiate or complete transactions on their employee file
ANS: A feature which allows employees to initiate or complete transactions on their employee file

Which of the following statements are true for Application Programming Interfaces (APIs)? (choose all that apply)
     API is a Mechanism for integration
     APIs are Available via the internet
     APIs are defined set of protocols so that data can be accessed, updated, and extracted from a system
     APIs are reporting tools

Which best describes a DTD?
     It provides detailed error messages for your XML configuration.
     Used to define the structure of a Data Model in XML.
     It checks the spelling of the Data Model
ANS:: Used to Define the structure of a Data Model in XML

Which of the following is NOT a Manager Self-Service option?
     Change Job Info
     Global Assignment
     Change Contact Info
     Change Compensation Info

Ans:: Change Contact Info

With a Composite Association, both Generic Objects (MDF) still exist as separate records in Manage Data
     True
     False
ANS: FALSE


Only one member of a workflow group has to approve a request for the workflow to move to the next step.
     True

Ans: TRUE.
    False

Concurrent Employment must be enabled in Provisioning.
     True
     False
ANS: TRUE.
ANS: TRUE.
Which statements are true about Effective Dating?
     Records are not available until the effective date.
     Multiple changes per day are supported.
     Inserting new record closes the existing record using the previous day's date.
     Used for items that have a "start date".
ANS: Records are not available until the effective date.
Used for items that have a start date
Multiple changes per day are supported.
Queries are built in the Online Report Designer and then transferred to Detailed Reporting to create reports
     True
     False
ANS: TRUE

Which type of Admin is responsible for managing all security through roles and permission groups in the Role Based Permission framework?
     Admin User
     Local Admin
     Security Admin
ANS: Security Admin
The Make Correction button will NOT trigger a workflow.
     True
     False
ANS: TRUE

Which of the following are field data types for Generic Objects (MDF)?
     Pii
     Foundation Object
     Label
     String

ANS: STRING

All Employee Data is effectively dated.
     True
     False

ANS::FALSE  

What tool would you use to define the Position Object?
     Configure Object Definitions
     Corporate Data Model
     Manage Positions
     Manage Org, Pay and Job Structures

    ANS: Configure Object Definitions.

Position records can be managed through Manage Organization, Pay, and Job Structures
     True

     False
ANS: FALSE
Workflow Contributors can only post comments on a workflow.
     True

     ANS: TRUE.         False
Data Models need to be associated to a DTD for validation to work.
     True

     False
ANS: TRUE
The Make Correction button will NOT trigger a workflow.
     True

     False
ANS: TRUE.
Employee Central Payroll should be integrated with Employee Central before customer requirements are configured.
     True

     False

ANS: FALSE
Work Schedules for Time Off only need to include work days.
     True

     False
ANS: TRUE
A reporting schema is the set of tables which contain data available for reporting
     True
     False
ANS: FALSE.

List ALL ways that Employee Data is managed in Employee Central.
     Role-Based Permissions

     country-specific Succession Data Model
     Succession Data Model

     country-specific Corporate Data Model
     Corporate Data Model
ANS: Succession Data Model, Country Succession Data Model, RBP
Where do you create new records for Foundation Objects?
     Corporate Data Model

     Manage Organization, Pay and Job Structures
     ConfigureObject Definitions

     Succession Data Model
ANS: Manage Organization, Pay and Job Structures.
Person Data is: (check all that apply)
     All effective dated

     Configured using the Succession Data Model
     Configured using the Corporate Data Model

     Independent of an individual's employment

ANS: Configured using Succession Data Model
Independent of an Indiviidual’s employment.

How many different Data Models does Employee Central Utilize?
     5

     7
     8

     4

ANS: 7
An employee's file can have a company not listed in the foundation tables.
     True

     False

ANS: FALSE.

Customers have access to the Admin Tools section in the instance
     True

     False
ANS: FALSE
Generic Objects (MDF) can be mapped to the employee file.
     True

     False
ANS: TRUE.

With a Composite Association, both Generic Objects (MDF) still exist as separate records in Manage Data
     True

     False
ANS: FALSE
Choose the correct definition of Self Service:
     A feature which allows managers to initiate employee changes without HR assistance

     A feature which allows employees to initiate transactions that are completed by HR
     A feature which allows employees to make changes to their future-dated employee records

     A feature which allows employees to initiate or complete transactions on their employee file
ANS: A feature which allows employees to initiate or complete transactions on their employee file

Employee Central provides visibility across all data systems.
     True

 ANS: TRUE.    False
SuccessFactors Time Off is managed through Generic Objects (MDF)
     True

     False
ANS: TRUE

What tool would you use to define the Position Object?
     Configure Object Definitions

     Corporate Data Model
     Manage Positions

     Manage Org, Pay and Job Structures

ANS: CONFIGURE OBJECT DEFINITIONS.

What do you use to create organizational structure?
     Picklists

     Associations
     Workflows

     Propagation

ANS: Associations

Which best describes a DTD?
     It provides detailed error messages for your XML configuration.

     It checks the spelling of the Data Model
     Used to define the structure of a Data Model in XML.

ANS: Used to define the structure of a data model in xml.

External Integration is how Employee Central integrates with other SuccessFactors modules and communicates through HRIS.
     True

     False

ANS: FALSE

Which data models control the behavior of all Foundation Data in Employee Central?
     Country Specific Corporate Data Model

     Country Specific Succession Data Model
     Corporate Data Model

     Succession Data Model

ANS: Corporate Data model, Country specific corporate Data Model.


Generic Objects (MDF) must use MDF Picklists
     True

     False
ANS: TRUE





What does a system do when a label a language is missing from the data model
Display the default label
Hide the field
Gives an Error msg

Which of the following are time off fields in the employee job information

Holiday calendar
Full time employee
Standard hours
Work schedule

You must set up the workflow one of the employee would be the vice president
What is the role

Dynamic roles
approver

Proxy permissions can be turned on and off, or modified through proxy management.
 True
 False

Proxy permissions can be turned on and off, or modified through proxy management.
 True
 False
Answer: true

In which permission category would you grant a user permission to view their hire date?
 Employee Data
 Employee Central Effective Dated Entities
 Employee Views
 Reports Permissions
Answer: Employee data

In which permission category would you grant a user permission to view their pay grade field in the Job Information portlet?
 Employee Data
 Employee Central Effective Dated Entities
 Employee Views
 Reports Permissions
Answer: B

RBP allows granular control of user access.
 True
 False
Answer: True

RBP is required in EC.
 True
 False
Answer: True

Setting the visibility of a field to none in the Data Models overrides RBP.
 True
 False
Answer: True

Setting the visibility of a custom field to both allows the field to appear for all users.
 True
 False
Answer: False

You should always create two permission groups before you create a permission role.
 True
 False
Answer:False

What happens if a mapped role is deleted?
 Nothing.
 The groups and roles are removed from the instance.
 Users can continue to access the role until they are removed from the relevant groups.
 The permissions are permanently removed and ungranted.
Answer:D




Other SAP modules training visit Veriy Solutions.

Successfactors intro to mastery you need to learn

			Call us 419-408-3178 or Email to training@verity-sol.com Cost is only $1000 USD We have Certified instructors  who work for Top Consulting firms with real exp and cases We also help you with certification process Duration: 40 hours We also help with Certification preparation, on Job Support, Proxy interview, sample resumes, instance and admin access

Manage Users
          Reset User Passwords
          Employee Import
          Employee Export
          Documents Transfer
          Goal Transfer
          Send System Message Email Notification
          Reset User Account
          Set User Status
          Change User Email Notification
          Change User Information
          Matrix Manager and Custom Manager Relationship Import
          Manage User

    
Manage Security
          Default User Permissions
          Default User Group Assignment
          Administrative Privileges
          Human Resources Privileges
          Detailed Reporting Privileges
          Dashboard / List View / Spotlight View / Report Permission
          Permission to Create Forms
          Permission to Create Notes
          Permission to Access Jam
          Permission to Access Mobile
          Permission to Manage Home Page
          Mass Create Group Permission
          Compensation Management Permission
          Organization Report Permission
          Succession Management and Matrix Report Permissions
          Live Profile Access
          Security Permission Reports
          Talent Search Access
          Proxy Management
          Proxy Import
          Manage Support Access
          Manage Family Roles Access

    
Form Template Administration
          Form Templates
          Manage Form Label Translations
          Routing Maps
          Rating Scales
          Mass Create Form Instances
          Set Corporate Goals
          Schedule Mass Form Creation

    
Managing Documents
          Modify Form Route Map
          Delete Documents
          Restore Deleted Documents
          Approve Document
          Sign Document
          Route Document
          Route Signature Stage Document
          Route Completed Documents
          Complete/Decline 360 document
          Restore Completed 360
          Import Overall Scores
          Change 360 Process Owner
          Manage Form Goal Plan Data Association
          Change Participant Category
          Manage Document Visibility
          Change Document Date
          File Storage Management

    
Managing Competencies and Skills
          Competency Libraries
          Calculate 360 Benchmark Ratings
          Families and Roles
          Legal Scan Library
          Legal Scan Library Import

    
System Properties
          Extensions
          Company Process
          Data Privacy Consent Statement Settings
          Bulletin Board Message Settings
          Password & Login Policy Settings
          Company System and Logo Settings
           Upload Company Logo
          Manage v12 Home Page
          Manage Asserting Parties
          Org Chart Configuration
          E-Mail Notification Templates Settings
          Process Guide Setting
          Help Link Settings
          Text Replacement
          Link Settings
          Company Dictionary
          Change Engine Configuration

          Live Profiles
          Import Extended User Information
          Export Extended User Information
          Picklist Management
          Picklists
          Picklists Mappings Set Up

          Succession Management
          Import Nomination Transfers
          Succession Settings
          Import Successors

          Talent Search Management
          Talent Search Settings

          Mobile
          Enable Mobile Features
          Manage Mobile Users

    
Employee Files
          Configure Employee Files
          Portlet Permissions
          Automatic Manager Transfer
          Employee Delta Export

          Employee Directory
          Seating Chart

    
Compensation Administration
          Manage Compensation Plan Template
          Manage Salary Pay Matrices
          Manage Lookup Table
          Manage Job Code and Pay Grade Map
          Manage Currency Conversion Rate Tables
          Manage Stock Value Tables
          Manage Stock Factors Tables
          Manage Stock Participation Guideline Tables
          Compensation Groups
     Compensation Group Management
     Compensation Group Assignment
     Compensation Group Import
     Compensation Group Export
          Manage Compensation Executive Review Permission
          Manage Families And Groups
          Manage Compensation Forms
     Create New Form
     Mass Create Forms
          Update Compensation Forms for Template
          Update Compensation Worksheets
          Generate Compensation Hierarchy for Rollup Report
          Compensation Form Membership
     Move Employees Between Worksheets
     Add Employees To Worksheets
     Delete Employees From Worksheets
          Manage Compensation Planner Permission
          Compensation Rollup
          Compensation Aggregate Export
          Budget Assignment
          Budget Override
          Store Compensation Data in Live Profile
          Store Compensation Data in Employee Central
          Manage Personal Compensation Statement
     Manage Personal Compensation Statement Permissions
     Manage Personal Compensation Statement Templates
     Generate Personal Statement


    
Dashboards/Reports
          Processes and Forms
          Rating Scales
          Performance Management Date Range
          Thresholds
          Trending
          Filtering Options
          Individual Portlets
          Portlet Permissions
          List Views
          Employee Delta Export
          Manage Dashboards


    
Manage Goals
          Import Goals
          Import/Export user and goal plan permission association
          Import/Export Goals library


    
Integration Tools
          OData API Audit Log
          OData API Data Dictionary
          OData API Metadata Refresh and Export

Successfactors Concepts

Successfactors Overview

Call us 419-408-3178 or Email to training@verity-sol.com

Cost is only $1000 USD

We have Certified instructors  who work for Top Consulting firms with real exp and cases

We also help you with certification process

Duration: 40 hours

We also help with Certification preparation, on Job Support, Proxy interview, sample resumes, instance and admin access

Objectives of Successfactors Concepts
• • Introduction to Performance and Goals • Goal management • Competencies • Performance management • Calibration • 360 degree reviews
 

Performance and Goals Overview:

Performance and Goals is a bundle of applications used to develop and manage your organization’s employees through the automation of talent management processes. The goal is to increase efficiencies and enable your organization to continuously manage the performance of your employees. The SuccessFactors Performance and Goals bundle includes: • Goal management • Performance management • Stack ranker • Calibration • 360 degree reviews With Performance and Goals, you will be able to: • Help employees and managers align individual goals to the company’s business objectives • Deliver meaningful reviews to help ensure employee engagement and retention • Calibrate performance by reviewing ratings across your company • Develop employees and help managers provide meaningful feedback and coaching • Cultivate leaders and clearly identify not just high performers—but potential future leaders Managing User data Prior to using any tool in SuccessFactors, you must upload employee data. In this section, you will learn about the employee data that is needed to inform the system and how to organize and format the data so that it is accepted by SuccessFactors. User Data All activities in SuccessFactors rely on employee data, which is used throughout all SuccessFactors tools. This data can come from multiple sources, including: • HRIS (either manually or automatically) • Spreadsheets • Databases Regardless of where your data comes from, it must first be organized and formatted to be recognized and accepted by SuccessFactors.

Types of Administrators

Administrator (Admin)

An administrator is any user that has access to functionality in the Admin Tools page. Employees with administrative privileges will have the Admin Tools option in their drop-down menu in the top-left corner (Home menu) and in the name drop-down menu. The Admin Tools page shows links only to the administrative features for which the employee has permission to access.

Super User

A super user is an administrator who has the ability to grant administration rights to other users in the organization. Security Admin A security administrator is responsible for managing all security through roles and permission groups in the role based permission framework. Permission to operate as a security administrator is granted by the super user. Steps to implement Performance Management. Managers and employees use a performance review form to evaluate the employee’s effectiveness in achieving goals, core values, and job specific competencies

• Create job roles Create route maps Create Rating scales Create competencies Create new Templates Integrate Goal plan with Performance Template ASsigning route maps Assigning Rating scales Assign core Competencies Assign job specefic competiencies Rating to Goals, Core, Non Core ( 50 % 25 % 25 %) Launch Performance Template Complete performance review Meet with Employee 1:1 Forward to HR Complete

Other SAP modules training visit Veriy Solutions. 

Successfactor Online Training - Overview

SAP Successfactors Training high Level Overview:


Call us 419-408-3178 or Email to training@verity-sol.com

Cost is only $1000 USD

We have Certified instructors  who work for Top Consulting firms with real exp and cases

We give you access to the system and provide interview questions

We also help you with certification process

Duration: 40 hours

We also help with Certification preparation, on Job Support, Proxy interview, sample resumes, instance and admin access

Watch demo below

1) Introduction to Mastery
2) Work force analytics & Reporting
3) Introduction to Goal Mgmt
4) Performance Mgmt
5) Compensation Mgmt
6) Employee Central (Core HR Solutions)
7) Bizx Mobile
8) Recruiting & Onboarding
9) Learning Mgmt Solutions (LMS).

Success factors Training Detailed Overview:

About Cloud & Sf Architecture
Sf Methodology
Sf Terminologies
Interfaces Between SAP & Sf (Extraction programs both Master data and Analytical data)
Employee Data upload in Success factors

Success factors Tools:

Success factors Instance (System)
Success factors Provisioning (Tool)
Success Factory (Tool)
Success factors Jam
Sf Learning & Performance(Tool)
Success factors partner portal(Tool)
Success factors Connect (Tool)

Areas & Modules covered:
Proxy Management
Bizx Mobile
Success factors Bizx Mobile (Mobile technology): Integration and working in Android, IPhone and Black berry along with application process execution (in Cell and IPad)
Org chart (HTML 5)
Employee Directory
Hire & Rehire, Termination & LOA process
Pick list Management
Admin tools (old & new)

Employee central (Mastery)

Position Management
Foundational and Generic Objects
Absence Management
(Covered entire Employee Master Data Maintenance with workflow requests)
Time off process and Workflows
Rules Management
Manage Time off Process
Benefits Process
Payroll Process
Global Employment
MDF- Meta data frame work
Employee Self Service&Manager Self service
Corporate data Models & Succession data models (XML)
Even Reason Derivations and Workflow Event Derivations (XML)
Email Templates and Notification Settings
Mass Changes
2014 Quarter releases

Goals &Performance Management (Mastery)

Goal Management
Performance Management (V11 Version & V12 Version)
Route Maps
Rating Scales
Competencies
Development Plans
Launch Forms
Editing Goal and Performance templates in Success factory and XML

Reporting &Analytics

Standard Reports
Custom AdhocReports Creation
Classic and Spot light Reporting
Analytics 2.0 Overview
Dash Boards 2.0

Securities

User Administration
RBP’s &Roles and Authorisations
User Management
Data Loads foundational and Transactional


Detailed outline of all the topics

*****************************

Manage Users
                Reset User Passwords
                Employee Import
                Employee Export
                Documents Transfer
                Goal Transfer
                Send System Message Email Notification
                Reset User Account
                Set User Status
                Change User Email Notification
                Change User Information
                Matrix Manager and Custom Manager Relationship Import
                Manage User

      
Manage Security
                Default User Permissions
                Default User Group Assignment
                Administrative Privileges
                Human Resources Privileges
                Detailed Reporting Privileges
                Dashboard / List View / Spotlight View / Report Permission
                Permission to Create Forms
                Permission to Create Notes
                Permission to Access Jam
                Permission to Access Mobile
                Permission to Manage Home Page
                Mass Create Group Permission
                Compensation Management Permission
                Organization Report Permission
                Succession Management and Matrix Report Permissions
                Live Profile Access
                Security Permission Reports
                Talent Search Access
                Proxy Management
                Proxy Import
                Manage Support Access
                Manage Family Roles Access

      
Form Template Administration
                Form Templates
                Manage Form Label Translations
                Routing Maps
                Rating Scales
                Mass Create Form Instances
                Set Corporate Goals
                Schedule Mass Form Creation

      
Managing Documents
                Modify Form Route Map
                Delete Documents
                Restore Deleted Documents
                Approve Document
                Sign Document
                Route Document
                Route Signature Stage Document
                Route Completed Documents
                Complete/Decline 360 document
                Restore Completed 360
                Import Overall Scores
                Change 360 Process Owner
                Manage Form Goal Plan Data Association
                Change Participant Category
                Manage Document Visibility
                Change Document Date
                File Storage Management

      
Managing Competencies and Skills
                Competency Libraries
                Calculate 360 Benchmark Ratings
                Families and Roles
                Import New Competency Libraries
                Import Families and Roles
                Legal Scan Library
                Legal Scan Library Import

      
System Properties
                Extensions
                Company Process
                Data Privacy Consent Statement Settings
                Bulletin Board Message Settings
                Password & Login Policy Settings
                Company System and Logo Settings
                 Upload Company Logo
                Manage v12 Home Page
                Manage Asserting Parties
                Org Chart Configuration
                E-Mail Notification Templates Settings
                Process Guide Setting
                Help Link Settings
                Text Replacement
                Link Settings
                Company Dictionary
                Change Engine Configuration
                Manage Data Privacy Configurations

                Live Profiles
                Import Extended User Information
                Export Extended User Information

                Picklist Management
                Picklists
                Picklists Mappings Set Up

                Succession Management
                Import Nomination Transfers
                Succession Settings
                Import Successors

                Talent Search Management
                Talent Search Settings

                Mobile
                Enable Mobile Features
                Manage Mobile Users

      
Employee Files
                Configure Employee Files
                Portlet Permissions
                Automatic Manager Transfer
                Employee Delta Export
                Manage Talent Card

                Employee Directory
                Seating Chart

      
Compensation Administration
                Manage Compensation Plan Template
                Manage Salary Pay Matrices
                Manage Lookup Table
                Manage Job Code and Pay Grade Map
                Manage Currency Conversion Rate Tables
                Manage Stock Value Tables
                Manage Stock Factors Tables
                Manage Stock Participation Guideline Tables
                Compensation Groups
        Compensation Group Management
        Compensation Group Assignment
        Compensation Group Import
        Compensation Group Export
                Manage Compensation Executive Review Permission
                Manage Families And Groups
                Manage Compensation Forms
        Create New Form
        Mass Create Forms
                Update Compensation Forms for Template
                Update Compensation Worksheets
                Generate Compensation Hierarchy for Rollup Report
                Compensation Form Membership
        Move Employees Between Worksheets
        Add Employees To Worksheets
        Delete Employees From Worksheets
                Manage Compensation Planner Permission
                Compensation Rollup
                Compensation Aggregate Export
                Budget Assignment
                Budget Override
                Store Compensation Data in Live Profile
                Store Compensation Data in Employee Central
                Manage Personal Compensation Statement
        Manage Personal Compensation Statement Permissions
        Manage Personal Compensation Statement Templates
        Generate Personal Statement


      
Manage Analytics

                Adhoc Reports
                Manage Ownership
                Restore Deleted Reports


      
Dashboards/Reports
                Processes and Forms
                Rating Scales
                Performance Management Date Range
                Thresholds
                Trending
                Filtering Options
                Individual Portlets
                Portlet Permissions
                List Views
                Employee Delta Export
                Manage Dashboards


      
Manage Goals
                Import Goals
                Import/Export user and goal plan permission association
                Import/Export Goals library


      
Integration Tools
                Event Notification Subscription
                Event Notification Audit Log
                Manage OAuth2 Client Applications
                OData API Audit Log
                OData API Data Dictionary
                OData API Metadata Refresh and Export

Other SAP modules training visit Verity Solutions.

Sample successfactors resume

Call us 419-408-3178 or Email to successfactorsinfo@Gmail.com

 

SUMMARY:

·         Over 13 Years of IT experience in analysis, design, implementation, testing and support of various business systems in Multi-tier Client-Server applications.

·         Over 11 plus years of experience in SAP HR (Human Resources, Training and Event Management, Organization Management and Personal Administration, Personnel Development and Time Management).

·         Good working knowledge of SAP ASAP methodology and Project Management.

·         Managed strategy, establish leadership alignment, planning and delivery activities that support large change initiatives.

·         Responsible for building partnerships for cross-functional teams and stakeholder change boards.

·         Supports teams that develop SAP end user training, configuration, and support services [Acted as Project Lead , Test Lead and Functional consultant]

·         Responsible for various aspects of Project Management / Project Lead including scheduling development, tracking of project’s percent complete and ensuring the quality of deliverables meet standards within the contract or statement of work
Participated in various phases of performance support development projects including planning and alignment, front-end analysis, curriculum design, prototype, development, and training delivery.

·         HCM consultant for implementations and upgrades, from preparation phase through post Go-live support, including global implementations Expertise as a Functional areas of SAP HCM  with emphasis on LSO/E-Learning,

·         Successfactor LMS, Performance Management (PD),

·         Integration between Successfactors LMS BIZX  to SAP - LSO Data Mapping

·         Lead Configuration of  Successfactors with technical team to insure business requirements are expressed into the LMS application and Provide support.

·         Responsible for designing and documentation of business process results, providing functional specification documentation for technical team. Directing the technical developers and users for the customizations and new application development for SAP HR.

·         Extensive analysis of interfaces and conversion programs with various legacy systems in SAP HR Training and Event Management/ LSO and Performance Management, Talent Management.

·         Integrate with external learning providers ElementK, Netg, Opus etc.

·         Exposed to various technical engagements and gained extensive knowledge and experience in Quality Management, Communication and Presentation skills.

·         Possess excellent Communication Skills, Technical Documentation and have a capability of Adapting new technologies.

·         Effective & Efficient working with all Hierarchal levels of the Organization, Excellent Problem solving, Communication, Administrative Skills.

Specialties:

Global learning management system (SAP LSO & Success factors) implementation SME/Business Analyst Support all aspects of LMS use.

-Optimize utilization of a LMS, automation strategist of LMS administration.
-Hands on SuccessFactors LMS / LSO, Succession planning, Performance Management compensations,  and Employee Central,  application configuration, system admin.
-Curricula strategy design, Assignment Profile strategy, and implementation
-Train LMS Administrators, stake holders.
-Provide LMS Administration support

Technical Skills:

Operating Systems:         Windows XP/2000/NT 4.0/ 95/98, UNIX.

Additional Tools:             SQL, PL/SQL, SQR, RWD Infopak, U Perform, Adobe Captivate, Adobe             Presenter, Adobe Connect, Authoring Environment

Management Tools:         Microsoft Project, Microsoft Visio, Outlook / Word / Excel / PowerPoint.  

 Databases:                        DB2, MS SQL Server 2000/7, Oracle 9i.

Professional Experience:

Company                                                        Feb’14 – Till Date

Team Lead SAP HCM & SF LMS, Succession Planning 

Established in the 1930s as a trading business, Al-Futtaim is one of the largest and most diversified privately owned conglomerates, which employes in excess of 40,000 people. Structured into eight divisions; automotive, electronics, engineering and technologies, financial services, general services, joint ventures, real estate and hospitality, and retail. 

Role:

Worked on SAP HCM Success Factors product - SF Learning Management, SF Succession Planning, Performance Management and SF Reporting, including integration between  SAP HCM and SF using SAP PI.

Performed Project management and systems integration with SAP on premises HCM
Understand client’s business strategy, goals, operational processes and technology needs Ensure customer expectations have been met through delivery and ongoing execution of services. Prepared Solution document designing. APM configurations, Connector Configuration, Data load through Connectors.

Act as a focal point of contact to provide technical and feasible solution to the business timely in an efficient & effective manner.

Support and direct project teams as needed.

Engage customers and lead governance prioritization process in order to meet Business needs in a timely manner balanced with corporate requirements.
 Gather and analyze business requests to determine how best to create successful resolution for new requests and issues.

 

Company                                                      Oct 13- Jan 14

Success factors LMS Lead

A wholly-owned subsidiary of Crescent Group, Crescent Petroleum is the oldest private oil and gas company in the Middle East, with over 40 years of experience as an international operator in numerous countries

Role:

 SuccessFactors Project Plan Preparation SuccessFactors LMS Project Kick-Off

LMS project Team Orientation Engaged in 3 days requirement gathering sessions with client. Solution document designing. Configuration to make LMS live for 2000 Employees. Configuring LMS in Staging Server which involves Administrative configurations, APM configurations, Connector Configuration, Data load through Connectors, Integration with SuccessFactors BizX, Single Sign-On implementation, References loading, Notification mail customization, setting up i-content server for loading content. Security, Domain, Domain restrictions & role management configuration, landing page setting. Test cases preparation, Development & Unit testing in LMS Staging Server.LMS Production server Configuration. User acceptance document preparation & User Acceptance training. Cut-Over & Production Go-Live followed by hyper care of 15 days.

company                                                         Jan’13 – Sep 13

SAP HR/LSO/ Talent Management Lead Consultant /SME

Qatar Gas established in 1984, pioneered the liquefied natural gas (LNG) industry in Qatar. Today, Qatar Gas the largest LNG producer in the world, with an annual LNG production capacity of 42 million tonnes. per annum (mta) is realizing its vision to deliver LNG to its customers around the globe, from its world-class facilities in Qatar.

Role :

Qatar gas has decided to implement SAP HR talent Management along with other SAP implementations to meet the CEO’s vision 2015. Created project charter, project plan and project roles and responsibilities. Conducted blueprint workshops for LSO, Performance Management, succession planning, personal development modules. Identified the gaps. Recommended to redesign organization structure with SAP best practices in order to have a data consistency for integration modules such as, talent management, Nakisa, Learning solutions, MSS portals and approval workflows.

Managed strategy, establish leadership alignment, planning and delivery activities that support large change initiatives
Responsible for building partnerships for cross-functional teams and stakeholder change boards, tracking of project’s percent complete and ensuring the quality of deliverables meet standards within the contract or statement of work. Responsible for managing User Acceptance and Cycle Testing Teams

Recommend solutions for long term contractors and short term contractors to meet training regulatory requirements. Reporting requirements for operations and maintenance departments for regulatory purpose tracking and licensing. Working with business team to help with change management plan as well as communication plan for go-live roll-out phases. Succession Planning, performance appraisals, competency assessments, mapping qualification to position, working with BOBJ and BI reports developers for monthly KPI reports and analysis. Working with stake holders and putting a Change management plan and executing throughout Qatar gas. Supports teams that develop SAP end user training, configuration, and support services.

SAP HR/LSO/Sucess Factors LMS BPML (Business Process Management Lead)

URENCO operates plants in Germany, the Netherlands, the UK and the USA, using URENCO's world-leading centrifuge technology to enrich uranium for the use as a nuclear fuel for civil power generation. URENCO's focus is on providing safe, cost effective and reliable uranium enrichment services within a framework of environmental, social and corporate responsibility. There goal is to further increase worldwide market share and to become the leading supplier in the extended global enrichment market.

Role:

Urenco has decided to implement SAP in a phased approach.

Role:

Urenco has decided to implement SAP in a phased approach.

First Phase: Urenco implemented Parts of HR and Finance, Procurement, Project systems) Joined the project in the development stage for SAP OM/PA. Work with technical team and basis in creating data load, custom developments security role profiles as well as testing. Created all documentation (Test scripts, training material, user material, post-go live development Change request) conducted end user training. Performed post go-live support.

Second Phase: In this phase along with other modules Urenco decided to bring LSO and also replace there on-site security monitoring system (SSIS). With SAP HR.  I have gathered requirements and conducted blueprints. Created project plan for time and resources. And submitted to steering committee for review. Currently working on developing a HR interface with ADP. Managed offshore team, onsite business team, co-coordinated with Implementation team (CSC UK), regarding the system configuration and development needs, created project plan and cutover plan. Successfully went live globally with LSO on Nov 9^th 2012. Currently conducting user training along with user material and guide.

                                                Feb’11 – July’11

SAP LSO Lead

FEI is a leading diversified scientific instruments company, featuring electron and ion-beam microscopes and other instruments for Nano scale applications across many industries: industrial and academic materials research, life sciences, semiconductors, data storage, natural resources and more. With a 60-year history of technological innovation and leadership, FEI's Nano-Ports in North America, Europe and Asia provide centers of technical excellence. FEI has approximately 1800 employees and sales and service operations in more than 50 countries around the world.

Role:

This is a stand alone global Sucessfactor LMS Implementation for FEI’s Learning needs. Conducted blue print workshops for Europe, North America, Asia.. Built a prototype to conduct a demo. Did fit gap analysis, gathered country specific training requirements. Blue print is signed-off.

Jan’10 – Jan’11

SAP LSO Lead

Mexican Petroleum is Mexico's state-owned petroleum company. It is the 10th largest oil company in the world in terms of revenue and ranks 42nd on the list of Fortune 500 companies. PEMEX is a largest employer with 150,000 employees. Pemex is the sole supplier of all commercial gasoline (petrol/diesel) stations in Mexico. All petrol stations, although labeled Pemex.

Role:

This is full lifecycle HCM implementation in a two phases for five organizations of PEMEX. Conducted blueprint presentation for Learning Management LSO 604/AE/SCORMS/E-leraning and Performance Management ehp 4 objectives and setting. Gathered business requirements as well as performed fit-gap analysis for performance Management. Configured Authoring environment. Extensively worked on Authoring Environment (SCORMS 2004) for Creating the Content and publishing the content in the net weaver’s content management. Collaboration Rooms, integration with Centra. Created objectives as per the business needs, create learning path using Macro and Micro structure. Created and Conducted unit testing, Creating user documentation as well as training documentation using productivity pack. Currently Performing Integration test and preparing for cutover plan.

Mar ’09 – Dec ‘09   

SAP Talent Functional Lead

Lubrizol’s technology in additives, ingredients and compounds not only enhances the quality, performance and value of our consumer’s products, but also works to reduce their environmental impact. With more than 6,800 employees, laboratories and production facilities in 28 countries, we have the ability to supply globally and therefore meet our customers' diverse needs worldwide and compete in the international market.

Role:

Joined the project in the realization phase. This is global implementation SAP HR Ehp 3 for 32 countries. I am working as a lead for Performance Management and Learning solutions including (Training needs management which is specific for France only), Enterprise compensation Management, and part of HR global reports development. I have configured System for the following modules ECM, LSO and Performance Management. Performed Fit gap analysis. Built an EHP 4 prototype for Performance Management but Implementing Ehp3 at the moment. Upgrade Ehp4 is scheduled for March 2010. Developed reports for all HR modules. Worked with technical team for LSO conversion. Performed data conversion for Performance Management. Currently preparing for go-live on 18^th Dec 2009.

CT                                                                May '08 – Feb ‘09

SAP HCM Lead

Purdue Pharma L.P., a privately held pharmaceutical company founded by physicians, is focused on meeting the needs of healthcare providers and the patients in their care. Purdue is committed to developing safe and effective medicines to treat pain and other conditions. Company scientists and clinicians are collaborating to discover new weapons against pain and to develop new formulations to improve the effectiveness of existing therapies.

Role:

 This is full lifecycle HCM implementation. Conducted blueprint presentation for Learning Management LSO 603/AE/SCORMS/ E-Learning (upgrade from LSO 3.00) (Training and Events Management) and Performance Management modules, gathered business requirements as well as performed fit-gap analysis for performance Management. Configured Authoring environment. Extensively worked on Authoring Environment (SCORMS 2004) for Creating the Content and publishing the content in the net weaver’s content management. Worked with solution manager. Created objectives as per the business needs, create learning path using Macro and Micro structure. Created and Conducted unit testing, integration tests. Created test scripts and user documentation as well as training documentation using Adobe captivate. Successful go-live .and currently working on post go-live developments and production support.

                                March'08 - May'08             Functional Lead

Pioneer Hi- Bred International, Inc, a DuPont business, is the world's leading developer and supplier of advanced plant genetics to farmers worldwide, Pioneer seek to increase customer productivity, profitability and develop sustainable agricultural systems for people everywhere, innovative and customer focused, pioneer is a leader in the agriculture industry and upholds the highest standards. Headquarters in Johnston Iowa, Pioneer provides customers in nearly 70 countries.

Role:

This is an in-house global upgrade project of LSO 602 from LSO 300/Training and events Management/SCORMS/AE. Conducted blueprint work shops, gathered requirements and understood the business process of AS-IS. Performed fit-gap analysis with the new version of LSO. Explaining the changes in the functionality with the new version of LSO. Built a prototype to explain the new functionality of LSO 602. Prepared the Authoring environment for importing external content.  Created learning Net, Learning Objects, and Instructional Elements. Created Tests using test author and published the content. Imported non-reusable and re-usable media objects.  Created user documentation. Working with the business users, technical team and SME's. Creating test scripts for unit testing as well as user acceptance test.

Environment: ECC 6.0

                 

Feb'08 - Feb'08

Functional Lead Consultant

TomoTherapy was founded on the premise that the best way to harness the power and precision of intensity-modulated radiation therapy (IMRT) is with integrated imaging technology that can guarantee accuracy at every treatment fraction. Today, cancer centers and solution providers alike recognize the need for image guidance. 17 years ago, a team of researchers at the University of Wisconsin-Madison (led by “Rock” Mackie and Paul Reckwerdt) set out to address that need.

Role:

A four week project, worked with the team to set up a SAP Learning Management (LSO)/Training and events Management. Demo system and explain the functionality of the LSO.600 for the Learning and development team and discussions on the possibilities of integration with SD, billing and CO for the external customers. Presented project estimate for cost of time and resources.

                                                                     Aug’07 –Jan' 08         

Functional lead consultant

Today's BNSF Railway is the product of some 390 different railroad lines that merged or were acquired during more than150 years. While many different railroads combined to form the modern BNSF Railway. BNSF Railway has been quietly delivering cars, coal, clothing, games and nearly anything else found in homes and businesses.

ROLE:

Successfully completed blueprinting for SAP Learning Management (LSO / AE)/Training and events Management and Performance Management modules. Performed fit gap analysis (keeping scope in mind) on complex needs BNSF training university and performance management business processes. Created estimate for the added scope and resource requirements for implementation of E-learning and performance management. Completed writing high level functional specs. Successfully signed-off KDD’s and BDDs. Consultant Before moving to realization phase.  LSO along with Performance Management, E-compensation modules are on hold due to budget management at CEO level.

Environment: ECC 6.0

Select Comfort Corporation, MN                                                                May’07 – July’07          

Functional lead consultant

Founded in 1987, the Minneapolis-based company delivers total sales of $691 million annually, and has 30 U.S.-issued or pending patents. The company was recently ranked by Furniture/Today as the number-one bedding retailer in the nation for the seventh consecutive year. In addition to the company's headquarters in Minnesota,

Successfully completed four weeks of Blue printing workshops and working on BPDD in SAP Learning Solutions (LSO)/AE and Performance Management Modules.

Environment: ECC 6.0

                                              Feb’07 – May’07

Functional Lead Consultant

Adobe revolutionizes how the world engages with ideas and information. For 25 years, the company’s award-winning software and technologies have redefined business, entertainment, and personal communications by setting new standards for producing and delivering content that engages people virtually anywhere at anytime. From rich images in print, video, and film to dynamic digital content for a variety of media, the impact of Adobe solutions is evident across industries and felt by anyone who creates, views, and interacts with information. With a reputation for excellence and a portfolio of many of the most respected and recognizable software brands.

ROLE:

Adobe Systems has made the decision to consolidate on one global Learning Management System, the SAP Learning Management (LSO/AE/SCORMS)/E-Learning and Performance Management. This system integrates into Adobe’s existing SAP ERP landscape. The vision of this implementation is to provide a robust, global toolset to support Adobe’s talent management strategy for high performance and employee development. The LMS is the underlying structure to support learning globally

 I had joined the project in realization phase and continued until go-live and production support. My work includes system configuration,Creating Learning nets, Learning Objectives and Instructional Elements. Created and structure web base SCORM compliant courses. Prepared online Tests using test Author, worked with repository explore, managed local and master repository. Integrating with Adobe Connect, unit testing, integration testing, and user acceptance testing, preparing specifications and troubleshooting the errors while testing. Created user guide (BPPs) and end user training material (Captivate), and conducted end user training workshops and successfully completed go-live and production support

Environment: ECC 6.0

HR Functional Lead Consultant                                                            OCT’06 – Jan ‘07

SBBC covers the same geographic area as Broward County, and provides elementary, secondary and vocational educational services to the unincorporated areas of the County and all of the 31 incorporated municipalities within the County, the largest of which is the City of Fort Lauderdale. SBBC has a student enrollment that is the second largest in the State and the sixth largest in the United States. 42 middle schools, 28 high schools, 6 adult/vocational schools, 10 centers and 38 charter schools. SBBC is the County’s largest single employer, with more than 31,100 full time permanent employees, of which 17,800 are teachers.

ROLE:

Three year long Full Implementation up-grade in a phased approach. HR is one of the modules in first Phase along with finance (Proximate go-live date Nov 2008). Successfully completed Blue printing and started Realization Phase in Learning solutions (LSO 600/AE)/Training and event Management and Performance Management. Participated in the overall design of the SAP organizational, personnel and administrative structures. Process included developing documentation requirements collection, architectural design, and configuration. Conducted presentations, analyzed and understood client AS-IS (SAP 4.5). Conducted meetings with users and Subject matter experts. Mapped the client’s business processes to Industry Print best practices and ensured that all necessary business processes were reviewed by business process owners.  Performed fit gap analysis, proposed TO-BE process. Signed off Business blue print. Building prototype of LSO 6.00/AE and Performance Management.

Environment: ECC 6.0

HR Functional Lead Consultant                                                                  Jan’06 - June‘06

Durham County government has been a catalyst for on-going economic development and the demand for public services continues to increase. Voters approved a $120 million in bond issues in 1986 to fund necessary improvements to schools and public buildings, water and sewer infrastructure, law enforcement facilities, museums, historic properties and community development. Durham County has evolved from an agricultural and manufacturing economy to achieve world-class status in the areas of medicine, research and high technology.

 

 ROLE:

 

 Full Implementation of project, used ASAP methodology. Successfully completed project planning, Business blueprints, realization of Learning Management (LSO 3.00/AE)/Training and event Management and Personal Development. Lead process workshops and review sessions with client personnel. Conducted client interviews to create detail process flows and identify information gaps. Mapped the client’s business processes to Industry Print best practices and ensured that all necessary business processes were reviewed by business process owners. Discovered gaps and areas for process improvements and provided recommendation. Presented the materials produced and information learned to senior client personnel. Responsible for Configuration, End user training and preparation of Training Material and documentation. Successfully completed go-live and support.

Environment: SAP HR4.7

 

HR Functional lead Consultant                                                             Feb ‘05 - Jan’06    

 

Energy Insights, an IDC Company, provides energy industry executives with research-based advisory and consulting services that enable energy companies to maximize the business value of their technology investments.

 

 

ROLE:    

                  

Full life cycle implementation of project, completed integration of all current systems into one global training management systems through a phased approach. Gain a consistent method of managing training including identification of training need. Completed Business blueprint phase and did configuration for Training and Events Management, Personal Development. Key User Training. Prepared and processed documentation for end user training material. The ability to fully and accurately manage training for an employee department, or the company as a whole. Also served as Project Manager (Shadow) includes meeting with client, understanding their current requirements, managing team, handling any kind of escalations, looking out different alternatives for any problem and advising best solutions. Responsible for providing Time Management day-to-day post production support to the client while one of their employees was out of the country.  Worked with client staff, and management to resolve open Time Management post production issues

Environment: SAP Release 4.7

HR Functional lead Consultant                                                               Jan’ 04 - Nov’ 05

Washoe County is a growing area located along the eastern slopes of the Sierra Nevada Mountains in western Nevada. The county covers an area of 6,600 square miles in the Northwest section of the State bordering California and Oregon and has a population of nearly 380,000. The county seat is the City of Reno, the second largest city in Nevada. Other communities in Washoe County are Sparks and Incline Village, at Lake Tahoe.

.

ROLE:

Full Implementation of project, used ASAP methodology. Successfully completed project planning, Business blueprints, realization of Training and Event Management, Personal Development, OM and PA. Involved in creation and maintenance of all the Master data. Process included developing documentation requirements collection, architectural design, configuration and maintenance support. Preparation of end user training materials, as well as conducted and accurately managed training for end user in the following modules: Training and Event Management, Personnel Development, and Organizational Management

Environment: SAP R/3 4.6C

SAP HR Functional lead Consultant.                                                       May ’03 - Jan’ 04

Molex is the world's second-largest manufacturer of electronic, electrical and fiber optic interconnection products and systems, with over 18,000 employees in more than 115 locations worldwide.

Role:

Processed Team Lead responsible for the development of Process Flows and Standard Operating Procedures for Training and Event Management, and Personal Development for a Shared Service and SAP implementation servicing employees. Lead process workshops and review sessions with client personnel.  Conducted client interviews to create detail process flows and identify information gaps. Mapped the client’s business processes to Industry Print best practices and ensured that all necessary business processes were reviewed by business process owners. Discovered gaps and areas for process improvements and provided recommendations.  Presented the materials produced and information learned to senior client personnel.

Environment: SAP R/3 4.6c

 

SAP HR Implementation Team Member                                                    Nov’ 02 - Apr’ 03

Andrew Corporation is a global designer, manufacturer, and supplier of communications equipment, services, and systems. Andrew products and expertise are found in communications systems throughout the world, including wireless and distributed communications, land mobile radio, cellular and personal communications, broadcast, radar, and navigation, with more than 11,000 employees.

ROLE:           

Communication, Training Users / core team members. Configuration of demo systems. Conducted work shops – business blue prints. Configured Training and Event Management, Org management, Qualifications. Creation of process documentation and end user training material support.

Defined and configured eligibility rules for the employees based on their number of hours, Health plans, Options for Health Plans, Dependant Coverage Options and Cost Formulas and assigning Health Plan Attributes and Insurance Plans. Defined Insurance Plan general Data, Coverage Formula and Cost Formulas and assigning Insurance Plan Attributes and Savings Plans. Defined Savings Plan General Data, Employee Contribution Rules, Employer Contribution Rules, Vesting Rules and Schedules, Benefit Events. Defined Benefit Event Groups. Developed and Participated in data conversion activities and interfaces. Face-to-Face Client Interaction, discussing HR functionalities and implementation.

Environment: SAP R/3 4.6

SAP HR Consultant                                                                                  Jan’ 02 - Oct’ 02

A global leader in paper and paper distribution, packaging, and forest products, including building materials, approximately has 83,000 employees worldwide.

ROLE:

Responsible for configuring Training and Event Management (TEM), Organizational Management (OM) component via IMG and table maintenance; tested and loaded TEM, OM objects from the legacy system to SAP.  Developed TEM, educational materials for end-users and conducted training to agency staff.  Tested security roles and structural authorization; provide ongoing agency support of HR Roles, Security, and Structural Authorization.  Assisted compensation team with implementing the pay scale structures and grades at Job level.  Provide ongoing production support for HR, TEM, OM module; work with Finance and Budget teams in assisting agencies with reorganizations of TEM and OM structure. Configured required changes for TEM and OM related system issues.  Guided users with data issues. Developed Functional Specifications for custom info types, data fields and reports. Assisted in testing of data. Created Ad-Hoc queries. Identified need for business process/policy changes and worked with business process owners, end-users, and project coordinator to approve implementation changes. 

SAP HR Implementation Team Member                                                                  Oct’ 00 - Nov’ 01                                                                    

Prepared documentation of functional Business Process Procedures for the end user community in the following modules: Training and Event Management, Personnel Administration, and Org Management. Created custom info type structures with extensive experience in the Training and Event Management module with the creation and maintenance of features, dynamic events, personnel events, info types and custom HR menus. Created utilities to view/delete earnings, deduction and garnishment information from the payroll clusters. Extracted SAP payroll information / salary planning systems including salary history information, gross and net pay calculations for both salary and hourly employees. Preparation and documentation for Training and event Management and Personnel Administration.

Education:

Masters in Mechanical Engineering (Solar Energy), Sweden/Germany.

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