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C-BCHCM-2502 Schulungsangebot & C-BCHCM-2502 Fragen Antworten

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C-BCHCM-2502 Prüfungsressourcen: SAP Certified Associate - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions & C-BCHCM-2502 Reale Fragen

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SAP Certified Associate - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions C-BCHCM-2502 Prüfungsfragen mit Lösungen (Q31-Q36):

31. Frage
Which of the following are examples of how SAP Business Al can add value in the area of talent management?Note: There are 2 correct answers to this questio n.

A. People managers can accelerate key decision-making by quickly identifying employee skils gaps.
B. Leamers can leverage the SAP SuccessFactors Opportunity Marketplace to streamline the curation of theirlearning content.
C. Employees canidentify ways to streamiine and make the onboarding process more efficient.
D. Recruiters and iring managers can use Al o generate and modify job descriptions and interview questions.

Antwort: A,D

Begründung:
The correct answers-directly from the "Use Cases for SAP Business AI for Talent Management" lesson on learning.sap.com-are:
✅ A. Recruiters and hiring managers can use AI to generate and modify job descriptions and interview questions.
* Specifically, "Recruiters and hiring managers can use AI to generate job descriptions and recommend interview questions."
✅ C. People managers can accelerate key decision-making by quickly identifying employee skills gaps.
* The lesson states: "People managers can accelerate key decision-making by quickly identifying employee skills gaps." learning.sap.com B is a valid use case-but it's described under SAP Business Technology Platform (BTP) in the context of onboarding process automation, not SAP Business AI.
D refers to the Opportunity Marketplace, which is used for career growth recommendations-not content curation via AI. The relevant AI-powered feature is actually the Talent Intelligence Hub, not the Opportunity Marketplace.
Correct selections: A and C.

32. Frage
Which of the following is a capabilty of SAP SuccessFactors Onboarding?

A. Career path planning for new employees
B. Performance goal setting for new employees
C. Automated employee relocation services
D. Management of the employee rehiring process

Antwort: D

Begründung:
Solution:
A . Management of the employee re-hiring process
According to learning.sap.com, SAP SuccessFactors Onboarding includes a robust Rehire capability. This allows organizations to efficiently manage the re-hiring process-matching inactive employee records, supporting re-hire with new or previous employment, and facilitating seamless data transfer and verification within onboarding workflows.
❌ B. Automated employee relocation services - Not mentioned as an Onboarding capability on learning.sap.com.
❌ C. Performance goal setting for new employees - This functionality belongs to Performance Management, not specifically Onboarding.
❌ D. Career path planning for new employees - This is part of Career Development in Talent Management, not the Onboarding module.
Final correct answer: A. Management of the employee re-hiring process.

33. Frage
'Which of the following are included in the templates of SAP Signavio Process Intelligence for SAP SuccessFactors solutions for core HR and payroll?

A. Software development kits
B. Organizational charts
C. Data analyss toots
D. Project management tools

Antwort: B,C

Begründung:
A . Organizational charts - The SAP Signavio Process Intelligence templates for SuccessFactors Core HR and Payroll include visualizations like org charts to help map and understand workforce structures learning.sap.com.
✅ D. Data analysis tools - These templates also provide reporting capabilities, real-time updates, and data- driven insights to streamline HR processes and support compliance .
❌ B. Software development kits - Not included in these template offerings.
❌ C. Project management tools - Not part of the Signavio intelligence templates for Core HR and Payroll.
Correct answers: A and D.

34. Frage
What are the five key pillars of SAP SuccessFactors HCM that support the business needs of Chief Human Resoutce Officers?

A. Core HR, Time and Payroll | Working Capital | Learming and Talent Management | Workforce Analytics and Planning | HR Compliance
B. Core HR, Time and Payroll | Talent Acquisition | Learning and Talent Management | Integrated Business Planning | HR Compliance
C. Core HR, Time and Payroll. |Talent Acquisition |Leaming and Talent Management | Workiorce Analytics and Planning | HR Compliance
D. Talent Acqisition | Learning and Talent Management | Workforce Analytics and Planning | Risk & Compliance

Antwort: C

Begründung:
B . Core HR, Time and Payroll | Talent Acquisition | Learning and Talent Management | Workforce Analytics and Planning | HR Compliance On learning.sap.com, SAP SuccessFactors HCM is structured around five key pillars that support CHROs' needs:
* Core HR, Time & Payroll
* Talent Acquisition (recruiting/onboarding)
* Learning & Talent Management
* Workforce Analytics & Planning
* HR Compliance
This aligns precisely with option B, encompassing all five essential pillars discussed for CHRO-focused business support.
The other options either miss crucial components (like Time & Payroll or Analytics) or include unrelated pillars (e.g., Integrated Business Planning or Working Capital).
Final correct answer: B.

35. Frage
How can SAP SuiccessFactors Work Zone help professional services organizations?Note: There are 3 corfect answers to this questio n.

A. It allows users to adiress issues lie staffing, searching fortalent, and schedluling interviews.
B. It offers easy access to business applications, processes, and information from an intellwoirkg ceenntetr.
C. It enables users to review budgets and reward team members.
D. it offers advanced Al algorithms to automate HR processes.
E. it features customizable content applications and a centralized role-specific view.

Antwort: A,B,E

Begründung:
Based on learning.sap.com, the three correct capabilities of SAP SuccessFactors Work Zone that support professional services organizations are:
✅ C. It features customizable content applications and a centralized role-specific view Work Zone allows organizations to deliver personalized, role-based dashboards and content applications tailored to job functions-ensuring professionals see what matters most for their roles.
✅ D. It offers easy access to business applications, processes, and information from an intelligent center Work Zone acts as a centralized hub or "intelligent center," providing seamless access to HR, project, and business applications, workflows, and relevant information .
✅ E. It allows users to address issues like staffing, searching for talent, and scheduling interviews Although Work Zone itself doesn't handle transactions, it integrates with SuccessFactors Recruiting and project systems, enabling role-based users (like resource or hiring managers) to efficiently navigate staffing tasks, search talent, and coordinate interviews from within the centralized portal.
❌ A. It enables users to review budgets and reward team members.
(Not a primary Work Zone feature-budgeting and reward management are handled in ERP or SuccessFactors Compensation modules.)
❌ B. It offers advanced AI algorithms to automate HR processes.
(Not specifically a core capability of Work Zone; AI automation falls under SAP Business AI or BTP process automation.) Correct answers from learning.sap.com: C, D, and E.

36. Frage
......

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