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SAP C_THR96_2311 Exam Syllabus Topics:
| Section | Weight | Objectives |
|---|---|---|
| Implementation & Troubleshooting | 15% | - Data validation and reconciliation - Implementation best practices - Common issues and resolution |
| Analytics Cube & Reporting Setup | 20% | - Cube creation and configuration - Data refresh and scheduling - Reporting and dashboard basics - SAP HANA OLAP Admin tool usage |
| Measures & Metrics | 25% | - Measure security and access - Base Input Measures - Calculated Measures and formulas - Derived Input Measures |
| Workforce Analytics Overview & Architecture | 12% | - Core concepts and solution scope - Integration with SuccessFactors modules - Data model and architecture |
| Security & Permissions | 6% | - Data access restrictions - Role-based permissions |
| Data Foundation & Dimensions | 22% | - Dimension configuration and hierarchy - Dimension activation and properties - Time and structural dimensions |
SAP Certified Application Associate - SAP SuccessFactors Workforce Analytics Technical Consultant 2H/2023 Sample Questions:
The following code is used for EOP headcount and SOP headcount:
If((in([%EMP_JOB_INFO_T.EMPLOYMENT_STATUS%], 'A','U','P') OR
ISNULL([%EMP_JOB_INFO_T.EMPLOYMENT_STATUS%])), [%#CFT#.HEAD_COUNT%], 0). Which setting results in each measure produce different results?
- A. Data type
- B. Aggregation type
- C. Measure override name
- D. Standard measure
Correct Answer: C 🗳️
The SAP SuccessFactors standard calculated column configuration for Annual Salary has which functionalities? Note: There are 2 correct answers to this question.
- A. Currency conversion is auto calculated in the software. No configuration is needed in the Data Factory.
- B. Destination Currency is specified in the
- C. A consultant can add multiple pay component IDs into the same calculated column to track them.
- D. If multiple pay component IDs are specified in the
Correct Answer: B,D 🗳️
Consider the following scenario: A customer has asked to determine their Hires, Terminations, and Movement Events using the following Event codes: H - Hire P - Promotion D - Demotion X - Transfer T - Termination.
Promotions are only counted if there is an increase in the Salary Band and Demotions are only counted if there is a decrease in the Salary Band. What is the minimum number of Hire/Movement/Termination conditions that can be created to fulfill these requirements?
- A. 5: An Event List condition for Hires, Internal Movements, and Terminations. An Event List and an Increase in Value for Promotions. An Event List and a Decrease in Value for Demotions
- B. 3: An Event List condition for Hires, Promotions, Demotions, Transfers, and Terminations. An Increase in Value for Promotions. A Decrease in Value for Demotions
- C. 7: An Event List condition for each movement type. An Increase in Value for Promotions. A Decrease in Value for Demotions
- D. 5: An Event List condition for Hires, Transfers, and Terminations. An Event List and an Increase in Value for Promotions. An Event List and a Decrease in Value for Demotions
Correct Answer: A 🗳️
How do you implement Promotion In, Demotion In, and Transfer In metrics? Note: There are 3 correct answers to this question.
- A. Map nodes into corresponding categories in Separation Reason dimension.
- B. Configure measure Movement In.
- C. Configure Event List and Hire, Movement, Terms.
- D. Configure measure Movement Out.
- E. Map nodes into corresponding categories in Recruitment Source dimension.
Correct Answer: A,C,D 🗳️
Which of the following describes a structural dimension? Note: There are 2 correct answers to this question.
- A. It can be used to configure role-based permissions.
- B. It can be configured for benchmarking.
- C. It can be built with parent/child relationship data.
- D. It can have NO more than 12 levels.
Correct Answer: A,C 🗳️
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