SAP C_THR81_2405 Exam Questions

What is generic object foTranslation used for in SAP SuccessFactors Employee Central?

You have a global customer who has legal entities in multiple countries. The customer wants to empower employees and managers to use the system, so they have decided to implement Employee Self-Service and Manager Self-Service The customer also has payroll integration with different systems and for some countries, the data is manually maintained in the payroll system

The requirements are as follows

* Employees should be able to update their Personal information, including Last Name. Mantel Status, and Nationality fields

* Managers should be able to update Job Information on the employee's profile, but limited only to Location, Cost Center, Probation Period. Probation Period Start Date and Probation Period End Date

* Only HR admins should have access to approve the workflows and the manager should only get CC notifications for Personal Information (Name Mantel Status, and Nationality change) For all other changes, the manager should not get any information or notification

* HR admins should be able to change Personal Information as well as Employment Information and the HR Business Partner needs to approve these If the HR admin needs to change the Compensation information, approval will need to be granted by their own manager

* For one country, there needs to be another approval from the data team, who will manually maintain the payroll system

The table below summarizes the permissions for each role:

When the manager updates the location of an employee, the HR admin must be the approver. Note that the HR admin, manager, and HR Business Partner have access to change the location.How do you create the IF condition for the workflow derivation rule to meet the above requirements?

A)

B)

C)

D)

What is the recommended practice to start the event reason derivation rules?

You nave a global customer who has legal entities in multiple countries The customer wants to empower employees and managers to use the system, so they have decided to implement Employee Self-Service and Manager Self-Service The customer also has payroll integration with different systems, and for some countries, the data is manually maintained in the payroll system

The requirements are as follows

Employees should be able to update their Personal Information, including Last

Name Marital Status, and Nationality fields

Managers should be able to update Job Information on the employee's profile, but limited only to Location. Cost Center. Probation Period. Probation Period Start

Date: and Probation Period End Date.

Only HR admins should have access to approve the workflows, and the manager should only get CC notifications for Personal Information (Name Marital Status, and Nationality change) For all other changes, the manager should not get any information or notification

HR admins should be able to change Personal information as well as Employment

Information, and the HR Business Partner needs to approve these. If the HR admin needs to change the Compensation Information approval will need to be granted by their own manager For one country, there needs to be another approval from the data team who will manually maintain the payroll system

The table below summarizes the permissions for each role:

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

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