SAP C_THR96_2311 Exam Syllabus Topics:
| Section | Objectives |
|---|---|
| Topic 1: Workforce Analytics Overview | - Core concepts of SAP SuccessFactors Workforce Analytics - Architecture and components |
| Topic 2: Reporting and Analytics | - Dashboards and visualization - Report creation and configuration |
| Topic 3: Metadata and Dimensions | - Standard and custom dimensions - Metric definitions and calculations |
| Topic 4: System Configuration and Administration | - Configuration settings in Workforce Analytics - Monitoring and troubleshooting |
| Topic 5: Data Configuration and Integration | - Data models and data sources - Data integration and ETL processes |
| Topic 6: Security and Authorization | - Role-based permissions - Data access controls |
SAP Certified Application Associate - SAP SuccessFactors Workforce Analytics Technical Consultant 2H/2023 Sample Questions:
1. Where is the WFA Dimension Editor tool located?
A) In SAP SuccessFactors Workforce Analytics Admin
B) In Admin Center
C) In WFA on HANA Admin
D) In Provisioning
2. How would you validate a result measure 'retention rate' if the customer has a concern that the number is NOT accurate? Please refer to the formula below: Retention Rate = (SOP Headcount + External Hires - Terminations)/(SOP Headcount + External Hires) *100. Note: There are 3 correct answers to this question.
A) Validate that the External Hires measure produces the correct figure via Drill to Detail.
B) Validate that the SOP Headcount measure produces the correct figure via Drill to Detail.
C) Validate that the EOP Headcount measure produces the correct figure via Drill to Detail.
D) Validate that the Termination measure produces the correct figure via Drill to Detail.
E) Validate that the Average Headcount measure produces the correct figure via Drill to Detail.
3. How do you configure benchmarked dimension nodes in SAP SuccessFactors Workforce Analytics on SAP HANA?
A) Add a property to a dimension node that flags it as benchmarked.
B) Map customer nodes to the pre-defined nodes within a dimension.
C) Change the name of a dimension node to the benchmarked name.
D) Change the ID of a dimension node to the benchmarked ID.
4. Why would you use a complex fact table instead of a simple fact table? Note: There are 3 correct answers to this question.
A) It supports structural dimensions.
B) Tables can be sourced from a Lookup.
C) It provides full support to calculate hires, movements, and terminations.
D) Source table records can be spliced across time.
E) Source records can be reduced to one active fact record for any point in time.
5. How do you implement Promotion Out, Demotion Out, and Transfer Out metrics? Note: There are 3 correct answers to this question.
A) Map nodes into corresponding categories in the Recruitment Source dimension.
B) Configure measure Movement In.
C) Configure Event List and Hire, Movement, Terms
D) Map nodes into corresponding categories in the Separation Reason dimension.
E) Configure measure Movement Out.
Solutions:
| Question # 1 Answer: C | Question # 2 Answer: A,B,D | Question # 3 Answer: B | Question # 4 Answer: C,D,E | Question # 5 Answer: A,B,E |
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