SAP Success Factors Interview Question and Answer

Part 1 :

What is SAP SuccessFactors?

SAP SuccessFactors is a cloud-based HR solution that helps organizations manage various HR operations with ease. It is based on the Software as a Service (SaaS) model. It is designed to meet the requirement of enterprise-class organizations. SAP SuccessFactors also helps you to improve business execution and get better results.

Key Features of SAP SuccessFactors

Here are essential features of SAP Success Factors software:

• Offers comprehensive HCM suite
• Global expertise
• Allows recruitment HR transactions
• Changes and transfers position
• Helps you in the management of time off
• Payroll timesheets reporting
• Compliance and auditing integration
• Crud operations on all SuccessFactors objects
• Allows you to perform queries at the planned time
• Allows extensible learning and development

History of SAP SuccessFactors

Here are some important landmarks of the history of SAP SuccessFactors:

• Lars Dalgaard founded SuccessFactors in 2001
• In November 2007, the company became public on the NASDAQ global market under the stock symbol SFSF.
• SuccessFactors was acquired by SAP and became SAP SuccessFactors in 2011.
• In, the year October 2013, SAP SuccessFactors has become an internal part of the SAP online Cloud Platform.
• In, December 2013, SuccessFactors had more than 600 customers with 11.5 million users.
• In 2015, the company started offering features like total workforce management, time, and attendance management.
• In, 2018, SAP Builds New HR Community with Simple Solutions to Big Problems
• In, 2019 it offers features that Strengthened connectivity to SAP S/4HANA.

SAP SuccessFactors – Architecture

SAP SuccessFactor helps companies to manage HR functions in the cloud environment effectively. This cloud computing solution helps you to integrate to SAP ERP using SAP HCI or SAP PI. However, most of the clients in SuccessFactors don’t prefer integration with SAP ERP solution.

Architecture of SAP SuccessFactors

For that, you can use two middleware to implement SAP SuccessFactors integration between On-premise and Cloud environment.

SAP ERP:

SAP ERP system allows users to run their business processes, which includes sales, accounting, production, human resources, and finance, in a single integrated environment.

HANA Cloud Integration

SAP HCI is used to implement the integration of business processes and data between cloud and on-premise solution. It helps you to integrate business processes between various organizations. It also used for business units of the same organization.

SAP HANA Cloud Integration helps you to implement various business processes like synchronization, etc. Using SAP HCI perform ETL function Extract-Transform- Load between your on-premise and cloud system.

Moreover, you can also use Eclipsed based integration that helps you to perform mapping of various business operations. It also allows you to messages and set up those on SAP HCI platform.

SAP Process Integration ( PI)

SAP Process Integration helps you to process easy integration between SAP and non-SAP application. It also allows integration with a system on an organization outside any organization.

SAP SuccessFactors – Integration Factors

SAP SuccessFactors uses Integration add-on allows you to perform data integration between two environments, which are:

1. SAP ERP HCM
2. SuccessFactors HCM

However, the final selection depends upon an organizational structural data, qualification data, and compensation.

Let’s learn about all these factors:

Compensation Data:

Compensation Data process helps you to transfer data from SAP ERP HCM to SuccessFactors. This helps you to transfer planned data.

Employee Data:

Helps you to transfer employee and company-related data from SAP ERP HCM into SuccessFactors. This factor helps you to manage the Talent Management process in system SuccessFactors.

Evaluation of Data:

After, this process employee pre-hire data should be exported from the HCM suite to SucessFactor. After that, it is extracted, and information will be sent to SuccessFactors.

Lastly, all the important and exported data is stored in various stages, and with the use of Transaction. This helps you to move the data to the employee master.

Benefits of Using SAP success factors

Here are some essential pros/ advantages of using SAP success factors.

• Offers scalability and allows an unlimited extensibility
• Provides the complete end-to-end recruiting solutions
• Performance and Goals module is the easiest way to track and maintain professional and personal goals.
• SuccessFactors in SAP makes onboarding a planned process which helps any organization to increase their job satisfaction, time to productivity
• It helps the organization to motivate their workforce to perform at their best and produce an exact pay-for-performance culture.
• It offers performance management and smoother compensation.
• It allows you to create a policy which includes learning management solutions.

Challenges while working with SAP success factors

Here are cons/drawback of working with SAP success factors.

• Cost of implementing SAP SuccessFactors is quite high.
• They should offer better online training and support.
• Functionality, but customization is quite a challenge.
• In SAP SF manager reports feature is only available if you pay for them
• Almost 90% of the product’s features are not very useful.

Part 2 :

1. How do you integrate Employee Central with other SuccessFactors Products?
   Employee Central integrates internal with other SuccessFactors products through HRIS Sync.
2. How do you integrate Employee Central externally with other products?
   There is a cloud-based integration platform available for external integration.
3. What does the Succession Data Model contain?
   The Employee Records are contained in the Succession Data Model. The succession data mode configures the fields that will appear in the Employee’s Personal Information (outside of work) Employment Information (inside of work).
4. What is configured in the Country -Specific Succession Data Model?
   Address formats, country-specific fields, and international standards are set in the country-specific succession data model.
5. What does the Corporate Data Model define?
   Foundation Objects and their relationships are defined in the corporate data Model. Foundation Objects are also called Foundation Tables. They include Organization, Job, and Pay.
6. What is defined in the Country -Specific Corporate Data Model?
   Here foundation object fields for a separate country are defined.
7. What is the propagation data model used for?
   HRIS Propagation Data Model is used for the Auto Population from Foundation Tables
8. What other two data models are used?
   Data Model Workflow Rules Data Model, Event and Event Derivation Rules Data Model
9. How many data models are there in Employee Central?
   There are 7 data models in Employee Central
10. How do you masked sensible data in a field?
    Set the attribute pii=”true”
11. How do you set a field so the user can edit it?
    Set the attribute visible=”both”
12. How do you make a field be required to be filled?
    Set the attribute required=”true”
13. What is a DTD?
    Document Type Definition of the data model
    My vision is to build a truly integrated HR in the cloud. A truly integrated HR is the key enabler for organizations to maximize their business outcomes.
14. Why are they called ‘Success Factors’?
    Because they are behaviors that lead to successful performance in the job.
15. Why are there three levels within the framework?
    They describe a range of different types of behavior that are relevant to a range of different job roles. However, the levels are not hierarchical.
16. Are the levels linked to job grades?
    No. Just because someone is on a certain job grade, it doesn’t rule out any of the levels. However, if a job is more senior you would expect to see more of the university-level behaviors.
17. Are they going to apply to academic staff as well?
    There is a similar framework for Strategic Leaders Framework and one for researchers which have been based on Success Factors. The idea going forward is to have something similar for all staff groups in the university.
18. Will Success Factors be used to ‘get rid’ of people?
    That is not why they have been developed. They are used to develop individuals. However, if the behavior(s) are essential to the job and there continues to be no development then it could become a performance issue.
19. What if the employee doesn’t agree with the Success Factors that their manager has chosen?
    The manager uses the job analysis information to determine the Success Factor for the role in conjunction with discussions with the individual. However, it is ultimately the manager’s decision.
20. Once a Success Factor has been chosen for a role can it be changed?
    Yes; it depends on the requirements/needs of the role at any point. It is fluid and therefore may change year to year.
21. If a Success Factor is changed during the year how do you know what you will be reviewed against at the next PDR?
    Through dialogue/communication between the manager and the individual. The change can also be flagged on the PDR form.
22. Do you have to choose the same level (e.g. self) for all the Success Factors identified?
    No. However, it may be that they tend towards one level.
23. If Success Factors are important – how do you pick the right ones?
    Use the job analysis information and advice from your HRO and other managers with the same roles to determine the 3-5 core success factors. It will become easier with practice.
24. What if the Success Factor for a role is what the job requires as a technical output e.g. communicating for a careers adviser?
    There may be a ‘technical’ requirement to do that but success factors are about ‘how’ the job is done / the behaviors required in carrying out their job.
25. If an individual achieves all the Success Factors does that mean they will get promoted/get more pay?
    Not directly. Obviously, the more successful the individual is in their role / can demonstrate effective job performance / demonstrates additional behaviors, then this can be used as evidence in any job application or pay review case.
26. What support will I have in using the Success Factors?
    Managers will receive training; Success Factor documentation and guidance on its use will be available on the HR website; members of the HR team will be able to provide advice.
27. Won’t the choice of the Success Factors be too subjective?
    There is always an element of subjectivity in any process dealing with people. However, Success Factors are objective standards or benchmarks with good examples.
28. How much evidence in assessing Success Factors will we be expected to produce?
    Look over the previous 12 months for examples and pick out the 2 or 3 which demonstrate the Success Factors the most.
29. Won’t the assessment of Success Factors take too long?
    Initially, making the assessment may take some time because it is a new process and we’re dealing with new concepts but it is worthwhile for the benefits they bring.
30. What is the importance of SuccessFactors? how can we select the correct one?
    By using the job analysis information and suggestions from the HR and another manager in desired roles one can predict the success factors. It can be made easy by practice.
31. what type of support can one have by success factors?
    Managers can get training. By using it proper guidance and documentation will also be present on the HR website, all the team members of HR are able to provide advice.
32. What type of evidence can be expected in accessing success factors?
    Analyzing the last 12 months and picking the best-suited one which describes the success factors positively.
33. When the job is for giving a technical output what is the role of SuccessFactors? ( ex: career growth )
    Success factors are how to do the job and the behavior MM study in carrying a job technically.
34. What if a person achieves most of the success factors will it be beneficial in getting more payment/promotion?
    Evidently, the success of the individual can explain the job performance, behaviors at that time it can be used in any type of job application or the payment review.
35. What is present in the Succession data model?
    All the records of the employee are present in the succession data model. This type of succession data model constructs the fields both internal (information related to employment) and external (personal information of employee) works.
36. What type of configuration is done in the country-specific succession data model?
    A. Country-specific succession data model is configured by address formats, country-specific fields, and by all the international standards.
37. What is defined by the corporate data model?
    The corporate data model defines foundation object fields and their interconnections. Once again they contain a type of organization, mode of payment, and job role.
38. what is the use of the propagation data model?
    It is used for auto-population from foundation tables
39. Mention the other two data models that are used?
    Data models:
    1.Event Derivation rules,
    2. Workflow rules.
40. What is meant by DTD?
    It is a data model defined by Document type definition.
    My view is to construct a highly unified hr in the cloud. A highly unified HR is the main person to maximize the business outcomes of the organization.

Part 3 :

1.What is SAP SuccessFactors?

Ans: SuccessFactors is a key element that is required for every organization or a project to achieve its mission. They are called success factors because of their explanatory behavior which results in successful performance in the job.

2.How do you integrate Employee Central with other SuccessFactors Products?

Ans:Employee Central integrates internal with other SuccessFactors products through HRIS Sync.

3.What is the importance and benefits of SAP SuccessFactors?

Ans:It is important for suggestions and analyzing the information provided by HR managers to predict the success factor. The benefits of using SAP SuccessFactors are the following:

• Increased productivity
• Better design integrity
• Better analytics
• Enhanced Quality of product

4.What does a succession data model contain?

Ans: Succession Data Model consists of employee records. This model is used for configuring the fields which appear in the employee’s data and employment information.

5.Won’t the assessment of Success Factors take too long?

Ans: Initially, making the assessment may take some time because it is a new process and we’re dealing with new concepts but it is worthwhile for the benefits they bring.

6.What support will I have in using the Success Factors?

Ans: Managers will receive training; Success Factor documentation and guidance on its use will be available on the HR web site; members of the HR team will be able to provide advice.

7.What if the Success Factor for a role is what the job requires as a technical output e.g. communicating for a careers’ adviser?

Ans: There may be a ‘technical’ requirement to do that but success factors are about ‘how’ the job is done / the behaviours required in carrying out their job.

8. What if the employee doesn’t agree with the Success Factors that their manager has chosen?

Ans:The manager uses the job analysis information to determine the Success Factor for the role in conjunction with discussions with the individual. However, it is ultimately the manager’s decision.

9. What method can Employee Central be Integrated Externally with other Products?

Ans: External Integration of employee central can be done by using a Cloud-based integration platform.

10.Why three levels are present in a framework?

Ans: The three levels of the framework are not ranked but still, explain’s a wide range of behaviors that are close to various job roles.

11.What if the employee doesn’t agree with the Success Factors that their manager has chosen?

Ans:The manager uses the job analysis information to determine the Success Factor for the role in conjunction with discussions with the individual. However, it is ultimately the manager’s decision.

12.How many data models are there in Employee Central?

Ans: earlier we had 7, currently, there are only 4 Data Models.

13.What are the other two data models that are used?

Ans:The other two data models used are as follows:

• Workflow rules.
• Event Derivation rules

14.What is employee central payroll system?

Ans: SAP SuccessFactors Payroll system is a kind of cloud solution, which is used for managing activities related to the payroll such as tax benefits, compensation, and payment system.

15.Who are qualified for using SAP SuccessFactors Payroll system?

Ans: Customers those who want to start payroll system on cloud and people who are presently utilizing ECC for managing payroll system are qualified for using the payroll system. Customers those who want to merge their HR system with Employee Central Cloud System could also use the payroll system.

16.What Type Of Evidence Can Be Expected In Accessing Success Factors?

Ans: Analysing the last 12 months and picking the best suited one which describes the success factors positively.

17. What Type Of Configuration Is Done In The Country Specific Succession Data Model?

Ans:Country specific succession data model is configured by address formats,country specific fields and by all the international standards.

18.In What way can Employee Central be Integrated with Success Factors Products?

Ans: With the help of HRIS sync by success Factors Products, Employee central can be Integrated Internally.

19.Where you create associations?

Ans: Corporate Data Model and object definition tool

20. What’s so special about Employee Central versus SAP HCM. What is the value proposition that appeals to customers?

Ans:That’s my favourite question and one I have been answering frequently for customers. Let me answer this question from the 3 perspectives that I see as valuable and beneficial for the customer:

Easy-to-use data structures
Usability
Support and maintenance

21. I am trying to record a video or upload content to SAP Jam and/or SuccessFactors LMS, but it won’t work?

Ans: Sometimes users of SAP Jam (either as a Social solution or as part of our Learning Management System) see a message that says “You’ve reached your file storage limit.” If this is the case, your company will have to contact SuccessFactors to resolve the issue. For this or any other issue related to SAP Jam, please contact the individuals within your company with access to the Support Portal.

22.What would say are the weak spots of Employee Central?

Ans: There are some features that I believe have the potential for improvement and can further enhance the value of Employee Central. The first one is when Foundation Object data changes (for example, the head of a department changes), the data must propagate more seamlessly to the employee Job Information record. The other main area of improvement that I have already mentioned is data imports. The transport mechanism from the Test instance to the Production instance has seen enhancements, but it needs to be further improved as that will have a significant impact on the implementation timeline.

23. If you could give one piece of key advice to a customer who is going to implement Employee Central, what would it be?

Ans:My one key piece of advice to customers would be to utilize the Employee Central implementation as an opportunity to re-examine the ways that they do business. The fact that the solution is so flexible and agile is an avenue for organizations to adopt the product design to build a solution that turns them into an agile organization and hence better suited to thrive in a competitive landscape.
Often many customers do not have forward-looking or streamlined business processes and lack an overall and well-defined strategy for core HR and Talent solutions. It helps to get a head start on that organizational strategy as then it is relatively easy to achieve a high ROI. It is also important to identify your champions of the cloud early on within the organization as these are the folks that will drive the adoption of the newly implemented software working in tandem with your implementation partner.
Employee Central is an excellent excuse to transform the way that HR and the business have been operating and move from transactional to strategic integrated HCM.

24.What is present in the Succession data model?

Ans: All the records of the employee are present in the succession data model. This type of succession data model constructs the fields both internal(information related to employment) and external(personal information of employee) works.

25.If Success Factors are important – how do you pick the right ones?

Ans:Use the job analysis information and advice from your HRO and other managers with the same roles to determine the 3-5 core success factors. It will become easier with practice.

26. How do you set a field so the user can edit it?

Ans: Set the attribute visible=”both”

27.What does the Corporate Data Model define?

Ans: Foundation Objects and their relationships are defined in the corporate data Model. Foundation Objects are also called Foundation Tables. They include Organization, Job and Pay.

28. What is a DTD?

Ans:Document Type Definition of the data model

My vision is to build a truly integrated HR in the cloud. A truly integrated HR is the key enabler for Organizations to maximize their business outcomes.

29.what is Preventive and predictive maintenance?

Ans: It Allows maintenance to be carried out at predetermined intervals, or to other prescribed criteria.

30.Can we ‘get rid’ of people by using success factors?

Ans: No, this is not the reason why they are developed. They are employed to grow individuals, despite if the behaviors are compulsory for job there will be no development and it can be a performance issue.

Part 4 :

Q1. Are They Going To Apply To Academic Staff As Well?

There is a similar framework for Strategic Leaders Framework and one for researchers which have been based on Success Factors. The idea going forward is to have something similar for all staff groups in the university.

Q2. What Type Of Evidence Can Be Expected In Accessing Success Factors?

Analysing the last 12 months and picking the best suited one which describes the success factors positively.

Q3. What Is Defined In The Country -specific Corporate Data Model?

In here foundation objects fields for a separate country are defined.

Q4. What Is The Importance Of Success Factors ? How Can We Select The Correct One?

By using the job analysis information and suggestions from the HR and other manager in desired roles one can predict the success factors. It can be made easy by practice.

Q5. How Do You Make A Field To Be Required To Be Filled?

Set the attribute required=”true”

Q6. How Do You Set A Field So The User Can Edit It?

Set the attribute visible=”both”

Q7. What Support Will I Have In Using The Success Factors?

Managers will receive training; Success Factor documentation and guidance on its use will be available on the HR web site; members of the HR team will be able to provide advice.

Q8. If An Individual Achieves All The Success Factors Does That Mean They Will Get Promoted / Get More Pay?

Not directly. Obviously the more successful the individual is in their role / can demonstrate effective job performance / demonstrates additional behaviours, then this can be used as evidence in any job application or pay review case.

Q9. What Is The Propagation Data Model Used For?

HRIS Propagation Data Model is used for the Auto Population from Foundation Tables

Q10. How Much Evidence In Assessing Success Factors Will We Be Expected To Produce?

Look over the previous 12 months for examples and pick out the 2 or 3 which demonstrate the Success Factors the most.

Q11. In What Way Can Employee Central Be Integrated With Success Factors Products?

With the help of HRIS sync by success Factors Products, Employee central can be Integrated Internally.

Q12. What Does The Corporate Data Model Define?

Foundation Objects and their relationships are defined in the corporate data Model. Foundati, Objects are also called Foundation Tables. They include Organization, Job and Pay.

Q13. How Do You Integrate Employee Central With Other Successfactors Products?

Employee Central integrates internal with other SuccessFactors products through HRIS Sync.

Q14. Is It Too Subjective To Choose The Success Factors?

Success factors are examples for objective standards as well as benchmarks with subjectivity in all the elements dealing with people.

Q15. Will The Assessment Of Success Factors Take Much Time ?

At first assessment can take time as it is a new process since, we are working on new concepts they can bring benefits.

Q16. Are The Levels Linked To Job Grades?

No. Just because someone is on a certain job grade, it doesn’t rule out any of the levels. However, if a job is more senior you would expect to see more of the university level behaviours.

Q17. What Is Configured In The Country -specific Succession Data Model?

Address formats, country specific fields and international standards are set in the country-spe, succession data model.

Q18. What Type Of Configuration Is Done In The Country Specific Succession Data Model?

Country specific succession data model is configured by address formats,country specific fields and by all the international standards.

Q19. What Is Present In Succession Data Model?

All the records of the employee are present in succession data model.This type of succession data mode constructs the fields both internal(information related to employment) and external(personal information of employee) works’s.

Q20. How Many Data Models Are There In Employee Central?

7

Q21. Do You Have To Choose The Same Level (e.g. Self) For All The Success Factors Identified?

No. However, it may be that they tend towards one level.

Q22. Why Are There Three Levels Within The Framework?

They describe a range of different types of behavior which are relevant to a range of different job roles. However, the levels are not hierarchical.

Q23. In What Way Can Employee Central Be Integrated Externally With Other Products?

External Integration of employee central can be done by using Cloud based integration platform.

Q24. What Is A Dtd?

Document Type Definition of the data model

Q25. What If A Person Achieves Most Of The Success Factors Will It Be Beneficial In Getting More Payment/promotion?

Evidently, the success of the individual can explain the job performance, behaviours at that time it can be use in any type of job application or the payment review.

Q26. How Do You Integrate Employee Central Externally With Other Products?

There is a cloud -based integration platform available for external integration.

Q27. If A Success Factor Is Changed During The Year How Do You Know What You Will Be Reviewed Against At The Next Pdr?

Through dialogue / communication between the manager and the individual. The change can also be flagged on the PDR form.

Q28. What Does The Succession Data Model Contain?

The Employee Records are contained in the Succession Data Model. The succession data mode configures the fields that will appear in the Employee’s Personal Information (outside of work) Employment Information (inside of work).

Q29. What Other Two Data Models Are Used?

Data Model Workflow Rules Data Model, Event and Event Derivation Rules Data Model

Q30. When The Job Is For Giving A Technical Output What Is The Role Of Success Factor? ( Ex: Career Growth )

Success factors are how to do the job and the behaviour study in carrying a job technically.

Q31. Once A Success Factor Has Been Chosen For A Role Can It Be Changed?

Yes; it depends on the requirements / needs of the role at any point. It is fluid and therefore may change year on year.

Q32. How Do You Masked Sensible Data In A Field?

Set the attribute pii=”true”

Q33. What Are Defined By Corporate Data Model?

corporate data model defines foundation objects fields and their interconnections. Once again they contain type of organisation, mode of pay and job role.