SAP Updated C_THR97_2411 Exam Questions and Answers by denis

Business rules in SAP SuccessFactors Onboarding are essential for automating and validating processes like theReview New Hire DataandPersonal Data Collectionsteps. These rules ensure that data is collected correctly and reviewed by the appropriate users.

According to the SAP SuccessFactors Onboarding Implementation Guide:

SAP_ONB2_ECDataCollectionCheck(Option B): This rule is configured inConfigure Business Rulesto validate data collected during the Personal Data Collection step, ensuring it meets Employee Central requirements (e.g., mandatory fields are completed).

SAP_ONB2_HMReviewCheck(Option D): This rule assigns theReview New Hire Datastep to the hiring manager and ensures that the collected data is reviewed for accuracy before proceeding in the onboarding process.

Option A (SAP_ONB2_DataCollectionConfigSelect) is incorrect because it is not a standard rule for these steps; it does not exist in the system. Option C (SAP_ONB2_PreDay1AccessCheck) is incorrect because it controls access before the start date, not data collection or review.

In SAP SuccessFactors Onboarding, new hires start as external users (e.g., with limited system access for onboarding tasks) and must be converted to internal users (employees) with full system access on their start date. This process is automated through a scheduled job.

According to the SAP SuccessFactors Onboarding Implementation Guide:

ConvertExternalUserOnStartDateJob(Option C): This scheduled job type is created inProvisioningorScheduled Jobsto automatically convert external users (new hires) to internal users on their start date. The job updates the user’s status and grants access to Employee Central and other internal modules.

Option A (OnStartDateStatusChange) is incorrect because it is not a standard job type for user conversion. Option B (New Hire Export) is incorrect because it is used for exporting data, not converting users. Option D (External to Internal Candidate Profile Conversion) is incorrect because it pertains to recruiting processes, not onboarding user conversion.

In SAP SuccessFactors, data models define the structure of employee data used across modules like Onboarding and Employee Central. The data model containing job-related information, including compensation data, is critical for onboarding processes where such data is collected or mapped.

According to the SAP SuccessFactors Onboarding Implementation Guide:

Succession Data Model(Option A): The Succession Data Model includes entities likejobInfo,compInfo, andemploymentInfo, which store job-related data (e.g., position, department) and compensation details (e.g., salary, bonuses). This model is used in Onboarding to populate and validate employee data during steps like Personal Data Collection or Additional Data Collection.

Option B (Country-Specific Succession Data Model) is incorrect because it extends the Succession Data Model with country-specific fields but is not the primary model for job-related data. Option C (Country-Specific Corporate Data Model) is incorrect because it focuses on organizational data (e.g., legal entities), not employee job or compensation data. Option D (Corporate Data Model) is incorrect because it primarily defines organizational structures, not employee-specific job or compensation details.