SAP SuccessFactors Employee Central Core

Academy (THR81_EN_Col2211)
Table of Contents
SAP SuccessFactors Employee Central Core Academy (THR81_EN_Col2211) 1
Introduction: Getting Started 2
Employee Central Basics 2
Practice Environment 2
Data Protection and Privacy Features 2
Employee Central Course Scenario 3
Exercise: Prepare an instance 3
Business Example 3
Steps 3
User Permissions 4
Administrator Permission 4
Assessment 5
Question 1 5
Question 2 5
Using XML During Data Model Configuration 5
SAP SuccessFactors Employee Central Core structure 5
Data models in SAP SuccessFactors Employee Central 7
Example Data Model 7
Data Model Configuration 7
The Four Data Models 8
Linking a data model to a DTD 12
Exercise: Prepare the data models 12
Business Example 12
Supplemental Guides 13
Importing a picklist at the beginning of an implementation 14
Picklist and picklist values 14
Exercise: Create a new picklist 14
Business Example 14
Configuring the People Profile after initial setup 15
Employee Central People Profile overview 15
Configuration of People Profile 15
People Profile Edit Field Configuration 16
Exercise: Configure People Profile 16
Business Example 16
Assessment 17

Introduction: Getting Started

Employee Central Basics
SAP SuccessFactors Employee Central provides a reliable, consistent system of record for global
companies and helps enhance the overall experience for highly diverse mobile employees. It makes tasks
less manual for employees, managers, and HR, giving them the tools to automate time-consuming tasks.

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SAP SuccessFactors Employee Central Core features allow for an easy-to-configure Organization, Job,
and Pay structure, customize Employee Data elements, and provide for Event and Event Reasons to
track what is happening throughout the employee lifecycle. You can automate a workflow for each event
reason to standardize the approval process. The system includes robust tools for data import, mass
changes, and rule management.

This course builds on concepts first taught in the SAP SuccessFactors Platform Academy course
(THR80). The content this course relates to includes:
● Configuring SAP SuccessFactors
● Managing security Using SAP SuccessFactors role-based permissions
● Managing proxies
● Configuring SuccessFactors with XML files
● Configuring people profile
● Managing picklists
● Defining metadata framework objects
● MDF object configuration
● Creating and triggering business rules
● Workflow and managing data for MDF objects
● Managing your profiles with the Business Configuration tool and MDF blocks
● Implementing translations

If you need to review any of these topics, we recommend revisiting the SAP SuccessFactors Platform
Academy before continuing this course.

Practice Environment
Your practice environment for the THR81 course is already configured for use as you learn the product.
However, out-of-the-box customer instances require preliminary provisioning setup and configuration. To
learn more about the initial configuration tasks, such as which Provisioning settings are needed to be
activated, review the implementation guide on the SAP Help Portal.

Questions related to training can be posted to Employee Central Academy Learning Room. Questions
about specific customer configuration or implementation scenarios can be posted to HCM Partner
Delivery Group. In addition, internal employees can utilize internal HXM xChange SharePoint sites.

Data Protection and Privacy Features

The data protection and privacy features include, for instance, the ability to report on personal data
changes and the capacity to report on all the data subject’s personal data available in the application.
Customers will also have options to configure data retention rules at country level for active and inactive
employees that will permanently purge personal data from SAP SuccessFactors applications.

It is the customer’s responsibility to adopt the features that they deem appropriate. More information can
be found in Setting Up and Using Data Protection and Privacy on the SAP Help Portal.

Employee Central Course Scenario

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Exercise: Prepare an instance

Business Example
To fully prepare the training environment for this course, you must apply some initial settings. In this
exercise, you will update permissions and e-mail addresses.
● Administrator Permissions: The default admin user provided in the training environment does not
have full permissions. You will modify the permission role to get access to some configuration
tools.
● Notifications: You will update the e-mail addresses of test users to get notifications that you will
be updating in the system.

Update Role-Based Permissions to ensure the permissions required to complete the exercises are
enabled.
A. Go to Manage Permission Roles using Action Search.
B. Search and Select the System Admin role.
C. Select Permission. This will open the Permission settings box.
D. Select the User and Administrator Permissions mentioned in the User Permissions table and
Administrator Permissions table.

User Permissions

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Administrator Permission

E. Select Done.
F. Scroll down and select Save Changes.
G. Log out and log back in.
Update the test users' e-mail addresses to get system-generated notifications for workflows, import jobs,
etc:
A. Open EmployeeDataEmailImport.csv from the Course Files.
B. Beginning on row three, change the values in column C (e-mail address) to your e-mail address
for all rows that contain data.
C. Save as a .csv file.
D. Log in to your instance (if necessary).
E. Use Action Search to go to Import Employee Data.
F. In the Select an Entity dropdown, choose Email Information.
G. In Purge Type, select Full Purge.
H. (If necessary) Set the File Locale to match your locale.
I. Select Browse to search for and select your EmployeeDataEmailImport.csv file.
J. Select Validate Import File Data.
K. Select Monitor Job to see your results in Scheduled Job Manager. Alternatively, you can open the
Scheduled Job Manager tool in a separate tab to maintain the Import Employee Data screen
open.
L. Locate the job that includes emailInfo_validate. The page will need to be manually refreshed if the
result is not yet visible.

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M. Once the job is completed, you can scroll to the right to download the status. Verify there are no
errors.
N. Return to Import Employee Data.
O. Repeat steps F to I.
P. Select Import.
Q. Select the Monitor Job to navigate to Scheduled Job Manager and see the results of your import.

Assessment
Question 1

How does SAP SuccessFactors Employee Central enables employee engagement? *There are two
correct answers*.
● The Platform features allow users to easily navigate to their employee records and search for
other users.
● Employee Central comes with pre-delivered standard data elements for easy implementation.
● Employee Central empowers users to manage their HR data through self-service tools.
● Employee Central can automate the Event and Event Reason derivation for reporting and
compliance purposes.

Question 2

Where can you find the Opt-in enhancements you need to apply to your training environment? Choose
the correct answer.
● Provisioning
● Enhancement Center
● Upgrade Center
● SAP Help Portal

Using XML During Data Model Configuration

SAP SuccessFactors Employee Central Core structure

Employee Central is the core HR solution of SAP SuccessFactors HXM Suite. Complete the interaction
below to learn more about the components that make up Employee Central.

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Data models in SAP SuccessFactors Employee Central

In this unit, you will learn about the Employee Central system's setup, including the Admin Center
configuration and the relevant XML files.

Data Models describe how data elements are structured in a database. They also define the properties
these elements possess and their relationships to each other. Complete the interaction below to get a
basic understanding of XML configuration.

Example Data Model

Data Model Configuration

The data models in SAP SuccessFactors Employee Central play a critical role in configuring customer
requirements. You have already seen an example of visibility and custom labels in the interaction, Person

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Info Element. Remember that you could not see the Date of Death field and that the Place of Birth field
was relabeled to the City of Birth. When configuring the data models, you can:
● Set the visibility of a field in the instance.
● Define custom labels and fields.
● Define the relationship among Foundation Objects.
● Set the order of fields that appear in the instance.
● Set a picklist for a field.

Any changes made in the data model must comply with the Data Type Definition (DTD). That means you
cannot add a new element, field, or attribute unless it is defined in the DTD. When a particular field is not
needed in the configuration, we recommend you hide the field rather than delete it from the data model. If
it must be deleted, for whatever reason, we recommend you set the visibility to "none" before deleting the
field.

The Four Data Models

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Linking a data model to a DTD

To correctly validate data models, you must link the correct DTD. For example, to validate Succession
Data Model (SDM) against sf-form.dtd, replace the URL from
"http://svn/viewvc/svn/V4/trunk/src/com/sf/dtd/sf-form.dtd?view=co"> to "sf-form.dtd">. This will allow the
data model to read the DTD, provided both SDM and DTD are in the same local folder.

Exercise: Prepare the data models

Business Example
You will upload the Data Models as part of the initial setup.

Determine the XML Editor that you will use:

A. For PC users, use XMLPad at http://download.cnet.com/XmlPad/3000-7241_4-10252051.html or
for Mac users, use Oxygen (30-day trial) http://www.oxygenxml.com/.

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We do not guarantee any of these software’s stability or security. Please respect your company's IT
policy when downloading and installing programs. XML Pad does have some known bugs.

Download the Data Models from the Course Files (included in the assigned course content in the Learning Hub) and
organize them in your local drive. Alternatively, you can also download the Course Files in SAP SuccessFactors
Employee Central Academy Learning Room (Learning Hub License is required to access Learning Rooms) Content
Section → Latest XML and DTD Files Folder:
B. Create a folder (use your company ID) in your local drive.
C. Move all four data models (.xml file extensions) and three DTDs (.dtd file extensions) into your
new folder.

Validating data models with the DTD will not work unless the DTD files are stored in the same folder as
your data models.

D. Create a backup folder and place a copy of each data model in the folder.

There are three data model versions in the course files: data-model_DC2, DC4, and DC8. Use the one
corresponding to your sales demo data center (DC). The URL on your instance indicates the DC of your
system. When you log in to your instance, and the URL starts with https://salesdemo4 , you will use the
DC4 version. If it begins with pmsalesdemo8, please use the DC8 version. If it starts with salesdemo.
successfactors.eu, then please use DC2. The only difference is the business rule Id referenced in the
data models.

Upload the four data models (.xml files).

E. Log in to Provisioning and use the username and password in your welcome e-mail. Alternatively,
you can upload the Corporate and Country-Specific Corporate data models in the Admin Center.
F. Choose your company name.

Use the company ID you received when you requested your instance.

G. Scroll down to Succession Management.

H. Select and import each of the following from your folder:
a. Import/Export Corporate Data Model XML
b. Import/Export Country Specific XML for Corporate Data Model
c. Import/Export Data Model
d. Import/Export Country Specific XML for Succession Data Model

When uploading the data models in Provisioning, there might be some warning messages of deprecated
fields. You can ignore these as long as the data models are imported successfully.

Supplemental Guides
There are two supplemental guides in the SAP Help portal which describe the data models used in SAP
SuccessFactors HXM Suite and the corresponding fields in the data models. These are:
● SAP SuccessFactors Data Model Reference Guide
● Data Object Tables in Employee Central

Importing a picklist at the beginning of an implementation

Picklist and picklist values

Aside from enabling appropriate settings in Provisioning and uploading the Data models, another
essential part of the Employee Central configuration setup is creating picklists. Picklists determine the

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information that gets displayed typically as a dropdown menu. SAP SuccessFactors provides a Master
Picklist file which can be downloaded from the SAP Software Download Center.

This section only tackles picklists regarding setting up Employee Central. For the complete concept of
Picklist and how to use Picklist Center, please review the relevant topic in THR80 Platform Introduction
Academy.

The Employee Central master picklist MDF zip file is comprehensive and contains picklist values for many
countries. The zip file includes the following:
● HRIS Picklist values: These are used in Employee Central.
● Miscellaneous Picklist values: These are used in talent modules.
● Delta Picklist values: These are the new picklist values rolled out with the enhancement release.

When working with the Master Picklist from the Software Download Center, there are a few things to keep
in mind:
● Some picklists and picklist values might already exist in an Employee Central-enabled
environment.
● The zip file only includes picklist values. Consultants are recommended to create a separate
import file for the picklists before importing the picklist values file. Delete from the file any picklists
and picklist values that already exist in the system before uploading.
● The file from the portal is massive and may need some revision if consultants only want to import
values relevant to the implemented countries.
● Zip import option is available for uploading Picklist and Picklist values, but only if you want to do a
Full Purge. Use the CSV import option for incremental upload.

A validation check is available in Check Tool to identify invalid picklist references in person and
employment elements. This feature saves time in identifying issues and taking corrective actions.

For THR81 academy, the practice environment is already set up with picklists, and you won’t need to use
the Master Picklist from the SAP Software Download Center. A simplified version of the file is included in
the Course File.

Exercise: Create a new picklist

Business Example
After expanding its operation to France, Germany, and the United States, ACE Corp needs to create a
new picklist to identify its pay scale for these countries. You will create this new picklist using the standard
picklist file provided by SAP SuccessFactors.

Create Pay Scale Picklist for France, Germany, and United States.

To avoid unnecessary errors, we recommend watching the Create a New Picklist tutorial video before
completing any task on this exercise.

A. Download the MDF Pay Scale Type Picklist from Course Files.
B. The excel file contains different pay scale type values for different countries. For this example,
you will only create a pay scale type for France, Germany, and United States. Delete the
unnecessary translations and values for other countries.
C. Go to Import and Export Data using Action Search.
D. Select Download Template from action to perform.
E. Select Picklist as the Generic Object (leave other settings as is).
F. Select Download.

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G. The zip file contains both the Picklist and Picklist Value templates.
Transfer the necessary data from the MDF Pay Scale Type to the Picklist template.
H. Copy the ID from master to the Id and legacyPickListId columns of the template.
I. In the parentPickList.id column, enter the ISO Country List picklist code from the Picklist Center.
J. Transfer the rest of the data to the template.
Transfer the necessary data from the MDF Pay Scale Type to the Picklist Value template.
K. Copy the ID and the values.externalCode from master to the template.
L. Transfer the rest of the data to the template.
Upload the files.
M. Go to Import and Export Data using Action Search.
N. Select Import Data from action to perform.
O. Select Picklist as the Generic Object.
P. File Encoding is UTF-8.
Q. Purge Type as incremental load (All other settings leave as is).
R. Choose File and Validate.
S. If no error, select Import.
T. Do the same for Picklist Value file.

Configuring the People Profile after initial setup

Employee Central People Profile overview

Video with no text.

Configuration of People Profile

The Configure People Profile tool is an easy, drag-and-drop interface to add sections, subsections, and
information blocks to the profile.

Sections and subsection labels can be customized in this tool. You can also use it to configure other
general settings, such as the ability to add an introductory text or video, manage background images, add
profile completion reminders, and configure rating data settings.

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People Profile Edit Field Configuration

Within the Configure People Profile tool, you can arrange the order of the fields in the edit screen for
certain sections, such as Personal Information and Job Information. You can also choose a country to
rearrange country-specific fields within that block.

Exercise: Configure People Profile

Business Example
ACE Corp finds some of the default labels used in the People Profile template confusing. Some sections,
subsections, and blocks are labeled similarly. They would like to change the label of a subsection.
Change the label of the Personal Information subsection to My Info.
1. Navigate to Configure People Profile using Action Search.
2. Under the Personal Information section, select the Personal Information subsection.
3. In the right panel, replace the subsection label with My Info.
4. Select Apply to All Languages.
5. In the confirmation pop-up, select OK.
6. Select Save.
7. Use the main navigation menu to go to My Employee File.
8. Verify that the subsection label is changed.
For more practice, you can replace any other subsection labels you want. Remember that the course
content images are based on default labels in the training environment.
Assessment

Question 1

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Configure People Profile is used to customize which part of the employee profile? *There are 2 correct
answers*:
1. Employment Section label
2. Compensation Information block label
3. Employment Subsection label
4. Job Information field label

Question 2
Which data models are used by SAP SuccessFactors Employee Central to configure the structure of an
employment record? *There are 2 correct answers*.
1. Succession Data Model
2. Country-Specific Succession Data Model
3. Corporate Data Model
4. Country Specific Corporate Data Model

Question 3
Which XML attribute would make the field mandatory in the system? Choose the correct answer.
1. visibility = "edit"
2. required = "true"
3. visibility = "both"
4. required = "yes"

Question 4
Why do you need to configure picklists for every implementation? Choose the correct answer.
1. Picklists are required for all foundation objects
2. Picklists are required for all HR objects
3. Picklists support the information for various global and country-specific fields
4. All predelivered picklists are required to be imported in the system before the data models

Assigning Employee Central Role-Based Permissions (RBP)

Employee Central Role-Based Permissions (RBP) Assignment

Employee Central Permissions

The role-based permission framework is vast and encompasses permissions for all SAP SuccessFactors
solutions. For this course, we'll focus on the common permissions for Employee Central.

The permissions mentioned in this section are not the complete list used in Employee Central. Refer to
the Additional Resources mentioned at the end of this unit for the relevant guides.

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Permission Roles control the access permissions in the system and define the overall access to data and
application functionality. To create and manage permission roles, complete the following steps:
1. Choose Manage Permission Roles.
2. Create New or open existing roles.
3. Choose Permission to navigate to Permission Settings.
As shown in the figure, Permission Roles, you can see permission categories such as Employee Data
and Employee Central Effective Dated Entities. When you select one of these categories, the permissions
or fields for this category are displayed on the right side of the interface.

Managers and employees in EC use the following permission categories: Employee Data, Employee
Central Effective Dated Entities, and Employee Views. Customers who use custom fields in these
categories must also receive permissions for the relevant roles.

In this lesson, we will cover the following permissions:

● Employee Views
● Employee Central Effective-Dated Entities
● Employee Data
● Employee Central Import Entities
● Manage Foundation Object Types
● Manage Foundation Objects
● MDF Foundation Objects

Employee Views
The Employee Views permission defines whether users can see the sections configured in People Profile.
This permission is only visible once People Profile has been initially configured during the implementation.
The sections most relevant to Employee Central are as follows:
● Personal Information
● Employment Information
● Total Rewards

Employee Central Effective-Dated Entities

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The Employee Central Effective-Dated Entities permission grants field-level access for effective-dated
elements and fields. These objects can keep track of historical and future changes. This permission is
only available when the succession data models have been initially uploaded during implementation.
Employee Central comes with standard effective dated elements, such as the following:
● Personal Information (personalInfo)
● Addresses (homeAddress)
● Dependents (personRelationshipInfo)
● Job Information (jobInfo)
● Compensation Information (compInfo)
● Job Relationships (jobRelationsInfo)

Complete the interaction below to understand how the level of access for effective-dated entities works.

Granting Effective Dated Block Permissions

Field-Level Permissions

Field-level permissions control each field’s specific ability to be maintained. Each field can be controlled
on its level of visibility and editability.

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Employee Data Permissions

The permissions for non effective-dated entities are in a separate category, the Employee Data
permissions.

Use the interaction below to learn the relevant Employee Data permissions used in Employee Central.

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Employee Central Import Entities

This allows users to perform or restrict imports to Person and Employment objects.

Manage Foundation Object Types

These are admin permissions that define the actions allowed for XML-based corporate data found in
Manage Organization, Pay, and Job Structures. This permission is only available when the Corporate
Data models have been initially uploaded during implementation.

Manage Foundation Objects

This enables the admin permissions that set the actions for importing foundation data, translations, and
corporate data models.

MDF Foundation Objects

This sets the admin permissions that define the actions allowed for MDF-based corporate data.

Exercise: Assign Employee Central permissions to a group of users

Business Example
The ACE Corporation wants its IT managers to be able to update all their employees’ contact information.
This information is stored in the Personal Contacts block of the Personal Information section of People
Profile. You will confirm that the IT managers cannot view the required information in the People Profile
section. You will create an IT Managers RBP group using the job code as the criteria. Then you will create
an RBP Role to assign the required permissions, using the IT Managers group as the granted entity and
Everyone as the target population. Finally, you will verify that your changes meet the requirements for
ACE corporation.

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The different sections in an employee’s file are called Employee Views. For example, Employment
Information, Pending Requests, Scorecards, etc.
Test your current permissions to determine if Tammy Aberts, an IT Manager, can change any employee's
contact information:
A. If necessary, log in to your instance as an administrator.
B. Proxy as Tammy Aberts, an employee that has the job classification of IT Manager (IT-MAN).
C. Navigate to Robert Allen’s Employee File.
D. Can you see Robert Allen’s Personal Information → personal contacts? Why or why not?
E. Switch back to your administrator account with the user menu → become self.
Create the IT Manager RBP Group. It should contain all employees with the Job Code: IT- MGR.
F. Navigate to Manage Permission Groups.
G. Choose Create New → → In Group Name, add Granted: IT Managers.
H. Under Choose Group Members, choose Pick a category → Job Code → IT Manager (IT- MGR) → Done.
I. In the upper-right box, select Active Group Membership → Update.
J. Choose the number in the Active Group Membership bubble.
K. Verify Tammy Aberts is a group member. Select Close.
L. Choose Done.
Create the IT Manager Access RBP Role. Use the RBP Group from the previous step as the granted
group and assign the appropriate permissions for the business example:
M. Navigate to Manage Permission Roles.
N. Choose Create New → Role Name → IT Manager Access.
O. Under Step 2, choose Permission.
P. Choose Employee Views → Personal Information.
Q. Choose Employee Data → HR Information → Personal Contacts → View → Edit.
R. Choose Done.
S. Under Step 3, choose Add.
T. Under Grant role to: Permission Group, choose Select.
U. Search for Granted and choose Check Granted: IT Manager Group → Done.
V. Under Target Population, choose Everyone → Done → Save Changes.
Test your configuration:
W. Proxy into the system as Tammy Aberts.
X. Navigate to Robert Allen’s Employee File and choose Personal Information.
Y. Can you see the People Profile Section Personal Information? Why or why not?
Can you see the block personal contact in Personal Information? Why or why not?
Is there an edit button on the block personal contacts? Why or why not?
Z. Choose the Edit (pencil icon) on Personal Information.
Can you edit the add/edit personal contacts? Why or why not?
AA. To close the Edit screen, choose Cancel.
BB. Switch back to your user account by selecting the user menu → become self.

Additional role-based permission resources

Example

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For more information on Role-Based Permissions, please refer to the following documents in the SAP
Help Portal:
● Implementing Employee Central Core
● Implementing Role-Based Permissions
● Using Role-Based Permissions

Differentiating between proxy rights and delegate permission

Proxy rights

Proxies are very useful in verifying configuration and permissions in Employee Central. You can use
proxy access to quickly test how the system behaves for different users and roles without manually
logging in and out of different user accounts. There are typically two roles in a proxy:
● The account holder owns the account and has the right to view and edit information.
● The Proxy can act on behalf of the account holder. The user with proxy rights can use Proxy Now
to open, view, edit, or send any item in the solutions for which the user has permission.

An additional setting is available for Employee Central and Employee Profile data. When Private Data For
Proxy Account Holder is deselected, the proxy does not have access to potentially sensitive information,
such as home address or compensation.

System administrators control how proxies are assigned and who can assign them.

Proxy assignments can be restricted to a specified period. You can add a start date, an end date, or both.
The assigned proxy can only access the target user account during the specified time range. A time range
can be set for new or existing proxy assignments using either Proxy Management or Proxy Import.
The Help & Resources section in Admin Center provides you with further information about proxies and
proxy management.

To create proxy assignments, complete the following steps:

1. Navigate to Proxy Management.
2. Use the Grant Proxy section search boxes to find and select the proxy and the account holder.
3. Use checkboxes in the Grant Proxy Rights section to select specific system areas the proxy can
access.

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4. Optional: Set a time range for the proxy assignment. Select start date and time, end date and
time, or both.
5. Choose Save.

Delegate Permissions

You can configure delegates to perform actions on another user’s behalf that affect other employees in
your organization.

You can use the relationship roles between Delegate A and Delegate B to assign permissions for up to
two individuals for each role, allowing them to act as delegates. The delegate users will have access to
direct and indirect reports of the delegator and can perform tasks they have been permitted to perform.
You can assign the two delegates separate tasks or permissions to cover different functional or regional
areas.

Delegates differ from proxies in that proxies inherit the account holder's permission during the proxy
assignment, while delegates only have the explicit permissions assigned through RBP roles.

To use delegates in RBP, you must configure the Delegate relationship type in the Employee Central Job
Relationship Picklist. After configuring your delegates, you will see the option to give permissions to this
relationship type in your system.

To Configure the Delegate entries in the Job Relationship Type Picklist:

1. Navigate to the Picklist Center.
2. Edit the picklist jobRelType.

3. Add the pick-list values from the table

When you define the External Code and the Non-unique External Code of the picklist, make sure there is
a space between the word and the number, that is, "delegate 1" / "delegate 2".

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4. Save your changes.

When you have updated the Job Relationship Type picklist, you can assign permissions to the delegate
Permissions. You can define Delegate A and Delegate B in the Grant role to selection of a RBP Role. You
can leverage the delegate roles as any other role, such as Manager or HR Manager.

Modifying an effective-dated record when changes are

needed

Modification of an effective-dated record

Transaction Fundamentals
A transaction occurs when a user changes an employee record (for example, to promote or hire an
employee). For certain blocks, when the initiator starts the transaction, they must provide a start date for
records. The start date can be in the past, present, or future. When the transaction is submitted, it may
trigger an approval process, also known as a workflow.

Effective Dating
Many of the records in EC are effectively dated. Each time you insert a new record for one of these items,
the system prompts you to provide the effective start date. Understanding and maintaining effective dates
are important because they enable you to create historical, present, and future records. For example, if
Marcus is moving in January, you can add his new address with an effective date in the future. However,
Marcus will not see that change in effect until January.

In the application, the fields start-date and end-date are used for effective dating. The start date is usually
displayed in the UI. The field end date does not typically appear in the UI but is visible in reports. When
you create the first record for an entity, the start date is supplied by the user creating the record, and the
end date will be automatically set to December 31, 9999.

Learn how to administer changes to the employee file in the interaction below.

Manage Effective-Dated Record

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Exercise: Modify an effective-dated record

Business Example
Jane Millers’s address records are incorrect. Her manager has asked HR to correct the current address.
Jane will also be using a new address next month and needs the new address added to the system. Her
manager, Marcus Hoff, would like to verify this change has been made afterward.

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Correct the current address. Use the table, Changes, to make the required correction.

A. Log in to your instance as an administrator.

B. Navigate to Jane Millers → Personal Information → Address Information.
C. Select the clock icon (Addresses History) in the Address Information block.
D. On the right of the screen, choose Edit.
E. Make the required updates based on the given information.
Address Correction: (As of Hire Date)
Jane Millers
74 W Fernando St
Apt 24
Arlington, VA 22205
F. Choose Save.

Insert the new address effective next month.

G. Navigate to Jane Millers → Personal information → Address Information → History.
H. On the left of the screen, choose Insert New Record.
I. Set the effective date: use the first day of next month.
J. Insert the record based on the given information.
New Address: (As of First Day of Next Month)
Jane Millers
4122 21st Road N
Arlington, VA 22207
K. Select Save. Close the history window using the X on the right of the screen.
L. Verify that the address change is pending in the Address Information section.
As Jane Millers’ manager, Marcus Hoff would like to verify if the changes have been made.
Modify the manager permission role for managers to get access to Address History.
M. Log in to your instance as an administrator.
N. Proxy as Marcus Hoff.
O. Navigate to Jane Miller's Employee file → Address Information. Verify that you do not have
access to Address Information history as a Manager.
P. Switch back to your user account by selecting the user menu → become self.
Q. Navigate to Manage Permission Roles using Action Search.
R. Select Manager Role → Permission → User permissions section → Employee Central Effective
Dated Entities. Scroll to the Addresses section.
S. In Addresses Information Actions, grant the View History permission.
T. Select Done. Save your changes. Log out and log in.
U. Proxy as Marcus Hoff and verify that Marcus can now see the changes in Jane Millers’s address
history.

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Assessment
Question 1
How do you add a new employee address change without triggering the assigned workflow?
Choose the correct answer.
● Use the Action Menu → Take Action to initiate the change.
● Use the Address block's pencil/edit button to initiate the change.
● Use the Address block's history button to insert a new record.
● Use the Address block's history button to correct the employee address.

Question 2
How do you assign permissions to users in SAP SuccessFactors? Choose the correct answer.
● A list of permissions must be assigned to individual users.
● A list of permissions must be assigned to a group where the user is a member.
● A permission role must be created for each user.
● A permission list is automatically created for the standard functional roles such as manager, HR,
etc.

Question 3
What is the difference between proxy rights and delegate permission? There are two correct answers.
There are 2 correct answers.
● A proxy assignment can be configured for a specified period.
● A delegate permission can be configured for a specified period.
● A proxy acting on behalf of another employee inherits all the permissions granted to that
employee.
● A delegate acting on behalf of another employee inherits all the permissions granted to that
employee.

Creating foundation object records during implementation

Foundation Object record creation during implementation

Foundation Objects

As mentioned in previous units, SAP SuccessFactors Employee Central has a fundamental corporate and
employee data structure. Corporate data includes information about the company's organization, pay, and
job structures.

The data is organized in different data tables or objects. These objects which hold company-specific data
are called Foundation Objects. These must be built before any employee data can be added to the
system. Employee Central comes with standard predelivered objects which can be customized to meet
the customer requirements.

Complete the interaction below to learn the status of standard predelivered Foundation Objects.

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Employee Central Structure and Foundation Objects

Tools for Managing Foundation Objects

Use the interaction below to learn the tools used for XML and MDF-based foundation objects.

XML-Based Versus MDF-Based Objects

Configuration tasks such as relabeling fields and creating associations of Legacy Foundation Objects
(XML-Based FO) remain in the Corporate Data Model. At the same time, its record creation and
management are done in the Manage Organization, Pay, and Job Structures tool.

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The configuration of MDF-based corporate data (MDF-based Foundation Objects, also known as Generic
Objects) is performed in the Configure Object Definitions. At the same time, its record management is
done in Manage Data.

To manage foundation records through import, XML-based entities use Import Foundation Data while
MDF-based objects use Import and Export Data.

Foundation Object Permissions

You can control access to the Foundation Objects and Foundation Object records with these role-based
permissions:
● Manage Foundation Objects
● Manage Foundation Object Types
● MDF Foundation Objects

Foundation Object Record

In the figure, Manage Data, you can see a Foundation Object Record. Ace Germany (ACE_DEU) is an
example of a Legal Entity record.

Foundation Object Effective Dating

Like Employee Records, Foundation Objects are effectively dated. The start date for any record is the first
date entered. For previous records, the end date is one day before the new record begins.

The system records the changes between updates using cross-outs. Most Foundation Objects are
effective dated; on the screen, look for Effective as of.

Use the interaction to learn how changes are made to effective-dated foundation objects.

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Propagation: Foundation Objects and Employee Files

As mentioned previously, corporate data MUST be created first before any employee data is added to the
system, as it provides the underlying information for employee files.

Once the Foundation Objects are made, the information can be used to propagate the employee file.

For example, your company is hiring multiple employees with the same Job Classification. The HR admin
selects the Job Classification: Engineer (ENG) during the new hire process. Propagation then uses
information from the Foundation Object records to automatically populate subordinate fields like Job Title,
Pay Grade, Regular/Temporary, and so on. Rules are built for the system to know which employee field is
auto-populated by which Foundation Object record. We call this process ‘propagation’. You will learn how
to create propagation rules in a later unit.

Complete the interaction below to see how propagation works.

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Standard, Custom, and Country-Specific Fields (CSF)

Each Foundation Object has standard fields and custom fields. In addition, several objects have country-
specific fields, which allow you to collect locally-relevant data.

Field Types

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Associations with Foundation Objects

Foundation Objects can also have relationships; these are known as associations. For example, the
Location object is associated with the Legal Entity object. In the figure, Relationships: Associations, you
can see that the San Mateo office belongs to the ACE_USA Legal Entity. When you change an
employee’s company to ACE_USA, you can only see records in the Location field associated with the
ACE_USA Legal Entity record.

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You will learn how to configure associations in a later lesson.

Picklists are lists of values defined in the instance, which you can reference from any of your Corporate
Data Models, Succession Data Models, or MDF Objects. Picklists can streamline data and make data
entry more efficient. Simply put, picklists determine dropdown options available to the users. Some
picklists are already specified in your instance; for example, the Job Level dropdown menu is populated
from a list of job levels defined in the JobLevel picklist.

As an administrator, you manage picklists using the Picklist Center. To do that, you will need Picklist
Management and Picklist Mappings Set Up permission in RBP.

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Standard Foundation Objects

Use the interaction to learn the standard foundation objects delivered by SAP SuccessFactors Employee
Central.

Organization-Related Data

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Job-Related Data

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Payment-Related Data

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Foundation Object Record Administration

Foundation Object Record Tools

Administrators can add, delete, and update records for any Foundation Object directly in the instance or
by using the import tool.

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To add, delete, and update records of objects in the Corporate Data Model, use the Manage
Organization, Pay, and Job Structures tool. You can also import records with the Import Foundation Data
tool.

Use the Manage Data tool to add, delete, and update records of objects in the Configure Object
Definition.

Record Administration of XML-Based Foundation Object

Once you have navigated to Manage Organization, Pay, and Job Structures, you can see the main
administration page.

Complete the interaction below to see how the tool works.

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Record Administration of MDF-Based Foundation Object

Once you navigate to Manage Data, you can see the main MDF administration page.
Complete the interaction below to know how the tool works.

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Foundation Object Record Import Process

Importing Foundation Objects Records

Actions for managing a single record, like Creating, Editing, and Deleting, can be processed in bulk,
whether you are administering bulk changes for XML- or MDF-based records. The import file must always
match the object configuration; a template must always be downloaded before any import action.
Complete the two interactions below to see the difference in importing XML-based from MDF-based
foundation records.

Importing XML-Based Foundation Objects Records

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Importing MDF-Based Foundation Objects Records

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Exercise: Create Foundation Object record data

Business Example
Ace Corporation is growing. They need to update their organizational structure to reflect their new Berlin
office and their entry into the storage business. They have also decided to enter into the Storage business
in the USA. ACE had decided to add a new job classification and two pay ranges in line with this growth.
You will add the new Storage Business Unit, Department, and Location in the following tasks. You will
then import the Cost Centers. Finally, you will create additional job and pay structures.

Task 1: Create Organization Foundation Object Records

In this task, you will add the new Storage Business Unit, Department, and Location to update the
organizational structure.

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Check that the System Admin RBP Role has permission to manage Foundation Objects.
A. Log in to your instance.
B. Go to Manage Permission Roles → System Admin → Permissions → Administrator Permissions → MDF
Foundation Objects.
C. Enable all the permissions, except Field Level Overrides.
D. Go to Manage Foundation Object Types and ensure that all the boxes are checked.
E. Select Done. Select Save Changes. Log out and Log back in.
Return to the admin center.

Create a new Business Unit called Storage.

A. Go to Manage Data → Create New → Business Unit.
B. Add Storage Business Unit information to the record.

Storage Business Unit

C. Save

Create the new Storage Engineering Department.

A. Go to Manage Data → Create New → Department.
B. Add the new department according to the table.

Storage Engineering Department

C. Select Save.
D. Verify that the new department was saved by searching in Manage Data.

Create the new Berlin location.

A. Go to Manage Organization, Pay and Job Structures → Create New → Location. Complete the
following fields:

Berlin Location

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B. Select Save.
C. Verify that the new location was saved by searching Manage Organization, Pay and Job
Structures.

Task 2: Import Organization FO Records

Upload the new Cost Centers 50000-51303.

Cost Centers Data

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A. Navigate to Import and Export Data.

B. Choose Download Template from Action to Perform.
C. Select Cost Center as the Generic Object.
D. Select NO for Include Dependencies.
E. Select Download.
F. Transfer the information from Table 5: Cost Centers Data to the template and save the file locally.
The order of the columns may not match your template. Use the headers to map which columns
to transfer the data.
G. In Import and Export Data page, select Import Data in the Action to Perform.
H. Select the Cost Center as the Generic Object.
I. Browse for the file.
J. Use Unicode (UTF-8) as file encoding.
K. If necessary, choose the format that matches your locale.
L. Leave the rest of the import options to the default setting.
M. Select Validate.
N. In a separate tab, use action search to navigate to the Scheduled Job Manager . Check the
validation results.
O. If there was no error, select Import in the Import and Export tool.

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If you set the administrator's e-mail account as your own, you will receive an e-mail notification for import
jobs.

Task 3: Create Pay and Job Structure FO Records

Create the new Storage Hardware Engineer Job Classification (Job Code). Use the data in the table, Job
Classification Data.

Job Classification Data

A. Log in to your instance.

B. Navigate to Manage Data.
C. Choose Create New → Job Classification.
Use the data in the table, Job Classification Data.
D. Select Save.
E. Verify that the new Job Classification was saved.

Create the new Pay Range. Use the data in the table, Pay Range Data.

Pay Range Data

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A. Go to Manage Organization, Pay and Job Structures.

B. Choose Create New → Pay Range.
Enter the Effective as of 1/1/1990.
C. Use the data in the table, Pay Range Data.
D. Select Save → OK.
E. Verify that the new Pay Range was saved.
F. Repeat the steps to create the second pay range record.

Modifying legacy and MDF foundation object definitions

Corporate data model

The Corporate Data Model enables you to define labels for the XML-based Foundation Objects and fields
and configure which are visible and required. You can also utilize the custom fields, customize the
associations, and assign business rules when necessary. The Corporate Data Model can be imported
and exported from Provisioning or the Import/Export Corporate Data Model in the Admin Center.

You can change the attributes and labels and add custom fields to the Corporate Data Model to meet
specific customer requirements.

Deconstructing the Corporate Data Model

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Metadata Framework (MDF) objects

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In the figure, MDF, you can see the structure of the Legal Entity object and a sample of the legal entity
data. The Configure Object Definition is where you can customize the object structure. The Details
section is where you can further configure other attributes such as labels, visibility, etc.

Looking at Manage Data on the right, you can see how these fields are reflected.

You can change the attributes and labels and add custom fields to MDF-based objects in Configure
Object Definitions in the same manner that you can customize objects in the Corporate Data Model for
XML-based objects to meet customer requirements.

Exercise: Customize Foundation Objects

Business Example
ACE Corp wants to ensure that organizational changes within the company align with its corporate data
structure, including creating new fields and labels. You will be making the changes to reflect ACE’s new
requirements.

The solution steps assume that you have uploaded the data models provided in the Course Files. If you
use a different environment, the steps will vary depending on what elements/fields were enabled.
Consider how you can configure the foundation object. Why are some objects configured in XML and the
Admin Center? How are these foundation objects enabled in the first place?

Change the label of Standard Hours field in Location Object to Standard Weekly Hours.
A. Navigate to Import/Export Corporate Data Model.
Export the Corporate data model. Save the file in the folder containing the DTD files from the
Course Files.
B. Open the Corporate Data Model using an XML Editor.
C. (Optional) If you are using an XML editor that validates versus a DTD, verify that line 4 is
"corporate-datamodel.dtd">
D. Go to <hris-element id="location">
E. Go to <hris-field id="standardHours"

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F. Replace the label with Standard Weekly Hours.

(Optional) If you are using an XML editor that validates versus a DTD, run validation and verify
the changes validate properly.
G. Save the data model.
H. Go to Import/Export Corporate Data Model to upload the data model.
I. Go to Manage Organization, Pay and Job Structures → Create New → Location to see if the label has
changed.

Create two custom picklists for your MDF Foundation Objects. Fill in the information in the tables Scope
Picklist and Region Picklist.

Scope Picklist

Region Picklist

A. Navigate to Picklist Center.

B. Choose Create a Picklist (+).
C. Fill in the information provided in the tables Scope Picklist and Region Picklist. Ensure that you
change your Effective Start Dates to the ones shown.

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Create additional Custom Picklist for your MDF Foundation Objects. Use the information in the table,
Aggregate Function Picklist, to create your picklist. The solution describes creating the picklist via import,
but you can also use Picklist Center.

Aggregate Function Picklist

A. Go to Import and Export Data → Download Template.

B. In Select Generic Object, choose Picklist. Do not change any of the default settings.
C. Select Download. A zip file is downloaded, containing import properties text file, import_sequence
csv, Picklist csv and Picklist-Values csv files. Extract the files to your local drive. Review the files:
○ The import properties describe the different import settings
○ The import sequence describes the import order
D. Open the Picklist csv file. Transfer the data from the Aggregate Function Picklist table to the
Picklist.csv file. Make sure only to include the Picklist information. Save to a local drive.
E. Open the Picklist-Values csv file. Transfer the data from the table to the Picklist-Values file. Do
not forget to include the Picklist Code (ID). Default Label and Label in US English are the same.
Ignore other translations. Save to local drive.
F. Go to Import and Export Data → Import Data.
G. In Select Generic Object, choose Picklist. Choose the Picklist.csv file from the local drive. Choose
Unicode (UTF-8) as File encoding. If necessary, choose the format that matches your locale.
Leave the rest of the import options to the default setting.
H. Select Validate. Go toScheduled Job Manager to check the status. Continue with import when the
validation is successful.
I. In Select Generic Object, choose Picklist-Values. Choose the Picklist-Values.csv file from the
local drive. Choose Unicode (UTF-8) as File encoding. If necessary, select the format that
matches your locale. Other settings can be left as default.
J. Select Validate. Go to Scheduled Job Manager to check the status. Continue with import when
validation is successful.

You can also use the Picklist Center to manually create picklists.

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Update the Job Classification MDF Foundation Object.

A. Navigate to Configure Object Definition.

B. Choose Search → Object Definition → Job Classification.
C. Choose Take Action → Make Correction.
D. Update the Job Classification Object Definition based on the requirements highlighted in gold in
the figure, Job Classification.
E. Choose Save to save the object.

Only make the requested changes, highlighted in gold. The other fields in the object definition should be
left alone.

Update the Legal Entity MDF Foundation Object.

A. Go to Configure Object Definition.

B. Choose Search → Object Definition → Business Unit.
C. Choose Take Action → Make Correction.
D. Update the Business Unit Object Definition based on the requirements highlighted in gold in the
figure, Business Unit Data.
E. Choose Save to save the object.

Only make the requested changes, highlighted in gold. The other fields in the object definition should be
left alone.

Update the Division MDF Foundation Objects.

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A. Go to Configure Object Definition.

B. Choose Search → Object Definition → Division.
C. Choose Take Action → Make Correction.
D. Update the Division Object Definition based on the requirements highlighted in gold in the figure,
Division Data.
E. Choose Save to save the object.

Only make the requested changes, highlighted in gold. The other fields in the object definition should be
left alone.

Update the label of Pay Calendar Foundation Object to Payroll Calendar

A. Go to Configure Object Definition.

B. Choose Search → Object Definition → Pay Calendar.
C. Choose Take Action → Make Correction.
D. Change Label from Pay Calendar to Payroll Calendar.
E. Select Save.

Check your work by viewing Job Classification, Company, Business Unit, and Division records.

A. Navigate to Manage Data.

B. Select Create New → Job Classification, Company, Business Unit, Division to verify that the Foundation
Objects meet the customer requirements in the figures, Job Classification data, Legal Entity Data, Business
Unit Data, and Division Data.

Explaining customer-specific generic objects

Custom generic objects
Before we continue, let’s have a review of the terminologies you have learned so far.

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The standard Foundation Objects predelivered by SAP SuccessFactors are customizable. However,
some customer requirements may be too complex for the standard objects. This is when Metadata
Framework (MDF) is used to create a custom object in Employee Central. This is only possible with MDF,
not the Corporate Data Model.

These custom objects can maintain and store additional information and attributes for the company and
people in the organization. For example, a customer that needs to add more hierarchy levels in the
organization than what SuccessFactors delivers will create a custom object to provide a holistic
representation of their organization in Employee Central.

Custom objects are configured with these common characteristics:

● It may or may not be effectively dated.
● It may or may not be secured.
● It may or may not be associated with another object.
● It may or may not be available for self-service.

Configuring Foundation Object association during

implementation
Configuration of Foundation Object association during implementation
Foundation Object Associations

Associations enable you to define relationships between Foundation Objects and their records. The
associations are built in the Foundation Object configurations, on the MDF object, or within the XML.
Once the association is built, the records are linked together.

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The standard predelivered Foundation Objects include prebuilt associations, such as the Location object
having a built-in association with the Legal Entity object or the Pay Range object with a built-in
association with the Pay grade object.

Employee records rely on the Foundation Object structure, so any Foundation Object associations must
also be aligned with the employee data. The choices you see on the different lists will be restricted based
on the relationships and hierarchies built. This makes it easier for the person working on the employee file
to find the correct value and ensures the information complies with the defined hierarchy.

For example, ACE Corp has 30 locations worldwide. Only 13 of these locations are within the United
States. The association between the Legal Entity Foundation Object and the Location Foundation Object
establishes the relationship between these objects. The 13 US Location records are connected to the
United States Legal Entity. When Ace USA Legal Entity is chosen on the employee data, only those 13
locations will display as options, even though we have 30 active Location records in the system.

Supported Associations

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Multiplicity

Multiplicity determines how many records you can associate together. Whether you are creating
Composite or Valid When associations, there are two types of Multiplicities: one to one and one to many.
We will go through examples of both types of multiplicities.

One to One Associations

Here, you can see an example of a one-to-one association between Location Groups and Locations for
ACE Corp. At the bottom of the chart, you can see that the Seattle Location only belongs to the NA_West
Location Group. Seattle does not connect to the NA_East Location Group. If none of the Location records
ever belong to more than one Location Group, then you can set the multiplicity as one-to-one.

Simply stated, this means that a location can only belong to one Location Group.

One-to-one associations will display at the record level as picklists since you can only choose one option.

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There are existing one-to-one relationships that come standard with Employee Central. SAP
SuccessFactors recommends that any new custom associations be created as one-to-many.

One to Many Association

The most common type of multiplicity for Foundation Object records is one-to-many. The figure shows an
example from ACE’s configuration of a one-to-many relationship between Job Classification and Country
Specific Fields for Job Classification. The Account Manager job classification (parent) is associated with
many country-specific job classifications (child), where the country-relevant fields for Account Manager
are stored in the child object. The system displays one-to-many associations as a separate section at the
bottom of the Foundation Object record, where multiple records can be connected.

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Just because you create a one-to-many association, this does not mean you have to always choose
multiple records. In the example, ACE could have maintained country-specific fields relevant only to the
United States but not Germany or France. One-to-many opens the possibility of being connected to more
than one option and makes it easier to add associated records if the need arises.

Categories of Foundation Object Associations

There are four categories of Foundation Object associations. We will cover MDF to MDF and XML to
MDF associations in detail, while XML to XML and MDF to XML will be discussed at a high level, as the
processes are similar to the first two.

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Association Properties

These are the fields required to be filled in when configuring relationships between objects:
● Name: a unique name for the association. All customer defined association is automatically
prefixed with "cust_"
● Multiplicity: One to One or One to Many
● Destination Object: Depends on whether the association is composite or valid-when
● For composite, it is the child object on which the association is added
● For valid-when, it is the higher-level object in the hierarchical structure
● Type: Composite or valid-when (the other type, Join By column, is not used in this training).
● Label: Display label identifying the related record(s).
● Field Criteria: Restricts the possible values for the field.

MDF to MDF Associations

In this association, we are creating a hierarchical relationship (and a filtering effect) between two MDF-
based objects. Business Unit to filter Division records. The steps to configure this type of association can
be divided into three high-level steps:
1. Creating the relationship in the object.
2. Aligning the relationship in the Employee File.
3. Aligning the relationship in Position Management (applicable only if Position Management is
enabled).

Create the Relationship

Configure the association on the Foundation Object to be filtered (lower-level object in the hierarchy). The
Business Unit is the higher-level object in the hierarchy structure, and the Division is the lower-level
object.

The steps are as follows:

A. Type Configure Object Definitions in Action Search.
B. From the Search dropdown, select Object Definition and then from the next dropdown, select
Division (the object to be filtered). The division's object definition is displayed.
C. Go to Take Action → Make Correction.
D. Go to the Associations section at the bottom.
E. Select Details. We will now set the association.
a. In the Name field, specify a name for the association.
b. In the Multiplicity field, select One to Many.
c. In the Destination Object field, select the higher-level object that will filter the values for
the source object.
d. In the Type field, select Valid When

Align the Relationship in the Employee File

Ensure that the relationship between Foundation Object records is aligned with employee records by
defining field criteria in BCUI (Manage Business Configuration UI) or Succession Data Model.

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The steps are as follows:

1. Type Manage Business Configuration in Action Search
2. Go to HRIS Elements → jobInfo.
3. Navigate to the division field, which corresponds to the lower-level object (the object getting filtered). Go
to Details → Field Criteria
4. The Destination Field Value is the HRIS field identifier of the higher-level object (the field doing
the filtering), in this case, business-unit.
5. The Source Field Name has two parts. The first part is the Name of the association in Configure
Object Definition. The second part is the fieldname of the internal code in the higher-level object.
In this example, Source Field Name is written as cust_toBusinessUnit.internalId.
The field name of the internal code on the parent Object (in this example, internalID) can be
derived from the Configure Object Definition page. Look for the Database Field named
InternalCode.
6. Save your changes.

Align the Relationship in Position Management

This step is to be done only when Position Management is enabled. Define Field Criteria for the field
related to the MDF FO being filtered. Just like the employee files, this ensures the relationships defined
between FO records translate to the Position records.

The steps are as follows:

1. Go to Configure Object Definition in Action Search.
2. Go to Search → Object Definition → Position. The Object Definitions page is displayed.
3. Take Action → Make Correction.
4. In the Fields section, scroll to the MDF FO field to be filtered. In this case, division.
5. Select Details to view the configuration.
6. In the Field Criteria section, fill in the values mentioned in the figure.

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XML to MDF Associations

In this association, we are creating a hierarchical relationship (and a filtering effect) between an XML-
based and MDF-based object. Legal Entity to filter Location records. The steps to configure this type of
association can be divided into three high-level steps:
1. Creating the relationship in the Foundation Object.
2. Aligning the relationship in the Employee File.
3. Aligning the relationship in Position Management (applicable only if Position Management is
enabled).

Create the Relationship

Configure the association on the Object to be filtered. This allows you to attach the higher-level MDF
Foundation Object doing the filtering (Legal Entity) to the lower-level XML Foundation Object being
filtered (Location). Since the object being filtered is XML, the association is built in the Corporate Data
Model. The steps are as follows:
1. Open the latest version of your corporate-datamodel.xml.
2. Navigate to the source Foundation Object to be filtered: location.
3. In the HRIS-associations section of the Foundation Object, add an association line:
a. Set the multiplicity to ONE_TO_MAN
b. The destination entity should be the id/code of the MDF destination object, which in this
case: LegalEntity. This can be found in Configure Object Definitions.
4. Validate your data model.
5. Save your file as a new version.
6. Upload your data model.

Align the Relationship in the Employee File

Ensure that the relationship between records is aligned with employee records by defining field criteria in
BCUI (Manage Business Configuration UI) or the Succession Data Model. In the Succession Data Model,
define the Field Criteria for the filtered XML Legacy Foundation Object field. Just like with the MDF/MDF
associations, the XML/MDF association also needs field criteria to maintain the relationships in the
employee files. While the step is the same, the information needed differs slightly.

The steps are as follows:

1. Type Manage Business Configuration in Action Search.
2. Go to HRIS Elements → jobInfo.
3. Navigate to the location field corresponding to the lower-level object (the object getting filtered).
Go to Details → Field Criteria.
4. The Destination Field Value is the HRIS field identifier of the higher-level object (the field doing
the filtering), in this case, company.
5. The Source Field Name is the id/code of the object doing the filtering in Configure Object
Definition. In this example, the Source Field Name is written as LegalEntity.
6. Save the changes.

Align the Relationship in Position Management

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Do this step only when Position Management is enabled. Define Field Criteria for the source XML
Foundation Object being filtered. The steps are as follows:
1. Go to Admin Center.
2. In the Tools Search field, type Configure Object Definitions.
3. From the Search dropdown, select Object Definition and then select Position from the dropdown
next to it. The Configure Object Definitions page is displayed.
4. From the Take Action dropdown, select Make Correction.
5. In the Fields section, scroll to the field to be filtered. In this case, Location.
6. Select Details to view the configuration.
7. In the Field Criteria section, fill in the values mentioned in the figure.

XML to XML Association

In this association, the configuration steps are similar to XML to MDF association.

EXAMPLE: Location Group to Filter Location records.

1. Create the association in the Corporate Data Model.

Code snippet

<hris-associations>
<association id="id" multiplicity="ONE_TO_MANY" destination- entity="locationGroup"
required="false"/>
</hris-associations>

2. Align the association in the Succession Data Model (or BCUI). Custom-string3 (definition not visible) is
used to store the Location Group the user is assigned. We use a custom field because Location Group is
not a standard field in Job Information.

Code snippet

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<hris-field max-length="128" id="location" visibility="both">

<label>Location</label>
<label xml:lang="en-US">Location</label>
<field-criteria destinationFieldValue="custom-string3" sourceFieldName="locationGroup"/>
</hris-field>

3. The steps for aligning in Position Management are the same as other association types.

MDF to XML Association

When configuring custom associations to XML-based Foundation Objects, a wrapper object for the legacy
Foundation Object must be used. This is because you cannot directly define the associations to legacy
foundation objects. Foundation Object wrappers are predelivered objects. The association steps are
similar to that of MDF-to-MDF Associations.

EXAMPLE: Location to filter Garage records

1. Create the associations in Configure Object Definition.

An association to wrapper uses Composite Type association.

2. Align the association in Succession Data Model or BCUI. In the video, custom-string4 is used because
Garage is not a standard field in Job Information.

We use externalCode because it's the field that connects the wrapper to the legacy Foundation Object.

3. Same steps for aligning in Position Management as other association types.

Exercise: Create a generic object with an association

Business Example

ACE Corp is providing free parking spaces for employees in some locations but intends to expand this to
all locations in the future. They would like to keep track of the parking spaces available at each location.
The information is to be managed centrally and is effective dated. Each garage is associated with one or
more locations. The record should reflect the garage ID, name, and number of cars that can be
accommodated.

Steps

Create the object that reflects the customer requirements.

A. Go to Configure Object Definition using Action Search.
B. Select Create New Object Definition.
C. Fill out the object as follows.

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D. Fill out the field definition.

E. Create the association.

F. Set Security to NO.

G. Save the object.

Create two garage records for testing.

A. Go to Manage Data → Create New → Garage.

B. Use the table, Garage Records, for reference.

Garage Records

C. Save records.

Configuring new Country/Region fields for MDF Foundation

Objects
Country-specific fields

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There are country-specific Legal Entity fields that are already preconfigured and are standard for some
countries. For example, these fields are predelivered when you select the United States as the country of
registration for a Legal Entity:
● Federal Reserve Bank
● Fed Reserve Bank District
● EEO Company Code
●
These fields are standard when you select Germany as the Country of Registration:
● Tax Unit
● Social Accident Insurance
● Social Accident Insurance Registration Number

But how do we add a country-specific legal entity field for countries that do not have any country-specific
fields delivered by default? For example, we want to add fields specific to legal entities registered in the
Philippines. The high-level steps consist of:
1. Creating a child Legal Entity object to store the country-specific fields.
2. Creating a composite association between the parent and child legal entity.
3. In the Association details, add the condition (countryOfRegistration.code) and condition values
(the 3-letter ISO code of the country) to ensure the relevant country-specific fields will only show
when the correct country is selected.

Additional resources

https://saplearninghub.plateau.com/icontent_e/CUSTOM_eu/sap/self-managed/elearning3/
THR81_EN_Col2211_v1/json/a_3ba4b1b09d63b6a9284e58305_3/
a_67e121e012ac_0_1671438730430/assets/AdditionalCSFRescources_Image.png

https://saplearninghub.plateau.com/icontent_e/CUSTOM_eu/sap/self-managed/elearning3/
THR81_EN_Col2211_v1/json/a_3ba4b1b09d63b6a9284e58305_3/
a_67e121e012ac_0_1671438730430/assets/AdditionalCSFRescources_Image.png

For more information about the concepts introduced in this unit, visit SAP Help Portal. The relevant
guides are as follows:
● Implementing Employee Central Core
● Data Model Reference Guide
● Data Object Tables in Employee Central

Exercise: Configure the Country-specific fields for Foundation Objects

Business Example

ACE wants to expand its operation in France and open satellite offices around the country. In line with this
planned expansion, they would like to customize the corporate address format for France. The company
asks you to configure this based on this requirement.

SAP SuccessFactors uses standard three-letter country codes (ISO 3166-1 alpha-3) for the country
names in the Country-Specific configuration files. What is the code for France? In the CSF Corporate

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Data model, you cannot restrict the format of the fields. Instead, you use the field type (String, Long,
Double, Date). You might not see the required fields for the local business address. You might need to
copy the custom fields from an existing country.

Steps

Create a new picklist to store the Address Type for Corporate Address FRA in a custom field. The picklist
should contain four values: Physical, Mailing, Deliveries, and Other. You can use any code you prefer.
A. Go to Picklists Center.
B. Select Create New.
C. Add a Code and a Name.
D. Set the Effective Start Date to 01/01/1900.
E. Add the four values with the Labels: Physical, Mailing, Deliveries, Other. You can use any
external code you prefer for each value.
F. Save your picklist.

Update the HRIS element in the CSF Corporate Data Model for FRANCE. Update the Corporate Address
HRIS Element based on the requirements in the figure, Corporate Address HRIS Element.

A. Log in to your instance and go to Import and Export Country Specific Corporate Data Model.
B. Select Export. Save the file in the folder containing the DTD files from the course files.
C. Open the CSF for the Corporate data model in your XML editor. (Optional) If you are using an
XML editor that validates versus a DTD, update row 4 to a value of "country-specific-fields.dtd">.
D. Go to the country "FRA".
E. Use the figure, Corporate Address HRIS Element, to configure your corporate address for
France. (Optional) If you use an XML editor that validates versus a DTD, run validation and verify
the changes' validation properly.
F. Save a new version of the CSF Corporate Data Model.
G. Use the Action Search to navigate to the Import/Export Country/Region-Specific XML for
Corporate Data Model tool.
H. Upload the CSF Corporate Data Model.
I. Navigate to Manage Organization, Pay and Job Structures.
J. Go to Create New → LocationSet the Country to France to verify that the Foundation Object meets
the customer requirements.

Update the Legal Entity fields for FRANCE. Update the Legal Entity Object Definition based on the
requirements highlighted in orange in the figure, Legal Entity Field Data.

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A. Go to Configure Object Definition.

B. Go to Search → Object Definition → Legal Entity France.
C. Choose Take Action → Make Correction.
D. Update the Legal Entity Object Definition based on the requirements highlighted in gold in the
figure, Legal Entity Field Data.

Only make the requested changes, highlighted in gold. The other fields in the object definition should be
left alone. When prompted to confirm warning messages (such as, "visibility of searchable field is set to
not visible"), select YES.

E. Navigate to Manage Data.

F. Select Create New → Legal Entity.

Set the Country to France to verify that the FO meets the customer requirements

You need to choose the country France in the Country field to display the configured fields.

Translation of foundation data when multiple languages are used by the

customer
Foundation Data Translation

Foundation objects reflect a company’s basic information about the organization, pay, and job structures.
This information is fundamental data displayed repeatedly throughout the system for administrators and
employees. It is, therefore, important that this information can be shown in the user’s language.
To display information in the user’s language, you can translate the language-specific data of foundation
objects, such as the name and description.

This lesson will only focus on translating the legacy foundation data. The MDF foundation records and
any generic record translations are included in the import template for the object.

Translations of legacy foundation data

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Add or change translations on the UI. We recommend this if you want to add or change only a few terms.
For example, when you want to correct a single term that has not been translated appropriately. Use the
following steps to complete this action:
1. Go to Manage Organization, Pay, and Job Structures.
2. In the Search field, choose the type of foundation object (for example, Event Reason) and the
specific object (for example, New Hire) you want to add or change a translation.
3. Choose the Translations icon next to the translatable field (as shown in the figure, Modification of
Translations).
4. In the Translations dialog box, enter or change the translation directly.
5. Choose Done and then Save.

Import translations. This is used for translating mass legacy Foundation data. Translation Process using
Import Method. The following steps highlight the general translation process:
1. Go to Import and Export Data → Action to Perform: Export Data → Select Generic Object:
FoTranslation
a. Select Export
b. Select View Result
c. In Scheduled Job Manager, select View Details. Click Download Status.
The figure, Downloaded CSV File, shows the downloaded CSV file.

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The text that the Admin has entered for the name and description of existing foundation objects is
contained in the corresponding language column. All other language columns are determined by the
language pack activated in Provisioning. You must enter the translations into these columns. Send the
CSV file to the translator, who can edit the file offline. Then, consolidate the translations for all required
languages in one CSV file.

There is no incremental upload for the supported Foundation Object translations. If you have uploaded
translations before, the latest CSV file upload overwrites the previous version. Therefore, the
consolidated document must contain all required translations, even if it is a shared process of different
translators.

2. Translate the Foundation Data The following figure is an example of a translated file; the
translations are highlighted in column H.

3. Import the Translations

4. Go to Import and Export Data.
5. In the Select the action to perform dropdown menu, choose Import Data. Select the CSV
File radio button. In the Select Generic Object dropdown menu, choose FoTranslation.
6. In the File field, browse for the translated CSV file. In the File Encoding field, select
Unicode (UTF-8).
7. In the Purge Type dropdown menu, choose Incremental Load. If necessary, choose the
format that matches your locale.

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8. Choose Validate to ensure that the file has no formatting errors. If there are no validation
errors, choose Import.

This action guarantees that all special characters of the languages display correctly.

After the Import

After the import, the system decides which language a foundation object displays in the following
sequence:
1. The system checks whether the foundation data is available in the user’s logon language. This is the
language the user has selected under Settings → Change Language.
2. If there is no translation in the logon language, the system shows the default language set in Provisioning
under Company Settings → Default Language.
3. The system looks for a translated term in US English if there is no translation in the default
language.

Translation Testing

To test your translations, an end-user logs on in the language they wish to see and then validates the
translation information. From the home page, choose Settings → Change Language → (desired language).

Translation Validation

The system returns to the home page. You can then check the labels and navigate to different areas to
validate that the translation occurred. Repeat the import process if necessary.

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Additional translation resources

https://saplearninghub.plateau.com/icontent_e/CUSTOM_eu/sap/self-managed/elearning3/
THR81_EN_Col2211_v1/json/a_3ba4b1b09d63b6a9284e58305_3/
a_67e121e012ac_0_1671438730430/assets/AdditionalTranslationResources_Image.png

https://saplearninghub.plateau.com/icontent_e/CUSTOM_eu/sap/self-managed/elearning3/
THR81_EN_Col2211_v1/json/a_3ba4b1b09d63b6a9284e58305_3/
a_67e121e012ac_0_1671438730430/assets/AdditionalTranslationResources_Image.png

For more information and best practices, explore the Employee Central Country-Specific Implementation
Handbook and Implementing Employee Central Core guide from the SAP Help Portal.

Assessment
Question 1
Which tool is used to create associations between two MDF-based foundation objects?
Choose the correct answer.
● Manage Data
● Import/Export Data
● Manage Foundation Objects
● Configure Object Definition

Question 2
Which tool is used to correct an entry to legal entity record? Choose the correct answer.
● Configure Object Definition
● Manage Organization and Pay and Job Structures
● Manage Business Configuration
● Manage Data

Question 3
Where can you customize the fields of business address for a country? Choose the correct answer.
● Configure Object Definition
● Manage Data
● Country Specific Succession Data Model
● Country Specific Corporate Data Model

Question 4
How do you customize the label of a Geozone field? Choose the correct answer.
● Open the Geozone record in Manage Organization, Pay and Job Structure → Take Action → Make
Correction and edit field translation.

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● Export the Corporate Data Model, go to hris-element id="geozone" and change the label and any
xml:lang configured for the element.
● Open the Geozone record in Manage Data → Take Action → Make Correction and edit field translation.
● Export the Corporate Data Model, go to the relevant Geozone field, and change the hris-field
label and any xml:lang configured for the field.

Question 5
What configuration is used to create a relationship between two objects? Choose the correct answer.
● Business Key
● Association
● Field Criteria
● Effective-dating
Question 6
Which tool is used to customize translations for event reasons? Choose the correct answer.
● Language field labels in Corporate Data model
● Import Foundation Data
● Manage Data
● Import and Export Data

Question 7
How do you configure a customer requirement not currently supported by standard Employee Central
objects? Choose the correct answer.
● Repurpose a standard predelivered XML object to support the customer configuration.
● Create a new object in the data model to meet the requirement.
● Configure a generic object that will support the customer requirement.
● Repurpose a standard predelivered MDF object to support the customer configuration.

Question 8
What attribute is used to display the country-specific fields configured for legal entity? Choose the correct
answer.
● Valid Values Source
● Cascade
● Condition
● Field Criteria

Question 9
Which options are acceptable when setting the field visibility of XML-based foundation objects? *There
are two correct answers*. There are 2 correct answers.
● None
● True
● Edit
● False

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Using special HR transactions for hires and terminations

Employee Central structure

Aside from storing company-related information, another function of Employee Central is storing
employee-specific information. You can configure HR data comprised of Personal and Employment
Information using the Succession and Country-Specific Succession Data Models. You can also use the
Manage Business Configuration tool in the Admin Center to manage the data models.

Use the interaction to learn more about HR Data.

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Employee Data Features

Employee data in Employee Central has the following features:
● It can be effectively dated.
● It connects with the other SAP SuccessFactors HXM Suite products.
● It is reportable and exportable.
● It is controlled using Role-Based Permissions (RBP).
● It is configurable using HRIS standard, custom, and country-specific fields.

Personal Information
The table, Person Objects in Standard Succession Data Model, lists the standard predelivered Person
Objects in Employee Central used to store personal information and some qualities that pertain to the
element.

Person Objects in Standard Succession Data Model

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Employment Information
Employment Objects in the Standard Succession Data Model

The table, Employment Objects in Standard Succession Data Model, lists the standard predelivered
Employment Objects in Employee Central used to store employment information and some qualities
about the element.

Employment Objects in the Standard Succession Data Model

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Additional employment objects such as globalAssignmentInfo and pensionPayoutsInfo are only relevant if
you have activated the corresponding Employee Central add-on features (these are not covered in this
course).

Global Assignment enables Employee Central to manage expatriates. Employment data is maintained in
home and host assignments, and future dated global assignments can be recorded.
Pension Payout enables Employee Central to create a pensionable payout for an active or terminated
employee.

Effective dating in HR data

Effective Dating

Several HR objects are effectively dated. In the example below, we can see how address changes are
stored.

Marcus Hoff was hired on March 20, 2011, and his address information is added to the Address block.
The system stores Marcus's data with a start and end date because the address information is effective
dated.

Marcus Hoff requests an address change that is effective on January 1, 2020.

When the new record for the address is added, a new row is added to the table and the previous record’s
end date will be adjusted to one day before the new record (Dec 31, 2019) begins. The system maintains
the history of the changes occurring to the address information for the employee.

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The example after the new record is added is displayed below:

The History UI of an effective-dated block will show the details of these changes as seen in the Figure.

New values are highlighted in green while old values are crossed out. The history UI will also show the
user that submitted the update and the time stamp.

Non-effective Dated Records

Non-effective dated HR objects behave differently compared to effective dated objects. You can tell that
an entity is not effective dated when there is no History (clock icon) on the block. The system does not
store the records' effective start or end dates. When a change is made to an existing record, the record is
overwritten with the new data. The biographical information block (personInfo) is an example of one of the
several predelivered non-effective dated objects in Employee Central.

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Field Types

Employee Central HRIS elements deliver standard, country-specific, and custom fields. Data types
supported for custom fields are:
● Custom-string: used for text fields
● Custom- long: used for integers
● Custom-double: used for decimals
● Custom date: used for dates

In the figure, Field Types, the Personal Information is configured for ACE Philippines employee s.

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Special HR transactions
Some transactions are typically limited for HR admins to initiate, like New Hire/Rehire and Terminate.

Once an employee signs a contract to work at the company, you need to add them to the system. The
Add New Employee (New Hire) wizard is a configurable interface that provides flexibility in the hiring
process. Hiring templates can be created for specific hiring scenarios, for example, seasonal workers,
interns, or full-time employees. You can rearrange the blocks from a standard hire template, add or
remove blocks as needed for the type of employment you are hiring for and create custom MDF objects to
store additional information used for hiring. All hire templates require the inclusion of the following
predelivered Employee Central HRIS elements:
● Name Information (first name, last name, and so on)*
● Biographical Information (birthdate, place of birth, and so on)
● Employment ID information*
● Employment Information (hire date, eligible for stocks, and so on)
● Job Information (division, location, etc.)
● Personal Information (gender, marital status, and so on)
*Required to be included in the first step.

Each template can hold a maximum of 30 combined standard Employee Central HRIS elements and
custom MDF objects between 2 and 10 pages. One-page templates are not allowed by the system.

Employee Identifiers
When creating new users in the system, it’s important to understand that the SAP SuccessFactors
platform and Employee Central use a variety of unique identifiers that relate to employees. The following
table lists the characteristics of the main IDs for users:

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Duplicate Hire Validation Check

When creating a new record using the hire wizard, Employee Central checks the system’s active and
inactive employee records to see if there is a match, based on:
● First name, last name, and date of birth
● First name and last name
● National ID

If a match exists, choose the action you would like to take. The following actions are available:
● Accept Match: All previous information stored for the employee at the termination date is copied
into the Add New Employee screen. You can update this information as necessary.
● Rehire with new employment: You’ll enter all new employment information.
● Ignore Matches: You’ll enter all new person and employment information.

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You can rehire users with new employment (new User ID) and keep the User ID of their previous job
unchanged. This allows the last employment record to be isolated from the latest employment record of a
user. However, ensure that there is no employment currently active in the system for those users.

Role-Based Permissions for Adding New Employee Screen

Permissions for controlling hire and rehire activities are centralized under the Manage Hires section of
Role-Based Permissions. In addition, the Manage Business Configuration section has permissions to
manage hire templates.

Manage Pending Hires

The Manage Pending Hires tool lets you complete the hiring process initiated from Employee Central,
Recruiting, and Onboarding from a single interface, streamlining the process and increasing productivity.
This tool allows you to also track the approval process by displaying pending approval status and sent
back by approver status directly on the page. This helps users quickly identify the status and if any action
is needed. The Manage Pending Hires tool supports the Configurable New Hire wizard if you have hire
templates created.

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Additional New Hire Configuration Settings

Optional configurations are available for new hires and rehire, as seen in the figure, Rehire Configuration.
This predelivered object allows you to customize how the system validates duplicate users. You can
select the settings that meet the customer’s requirements. For the full list of settings and its description,
refer to the Managing the Employment Lifecycle guide in the Help Portal.

Terminations

You terminate employment in Employee Central when an employee leaves the company. You must
include a termination date and termination reason. Additional fields are available on the termination
screen that does not normally appear in the Employment Information block. The Transfer Direct Reports
section will appear on the screen if the employee is a manager with direct reports. You can select who the
direct reports will then report to from the list.

The system allows only one termination record to be in the system. If one is created, the system will
check any pending requests to ensure that multiple termination requests for an employee cannot be
created.

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Report No-Shows

When an employee who has been recently hired to a company does not show up for their first day of work
to start their new employment, they must be removed from the active users in the system. Instead of
terminating the new employee, which could cause issues with payroll, you can report the employee as a
No-Show in the system to set their status to inactive. When you select the action to Report No-Show, a
transaction will pop up to fill in details such as No-Show Date, Reason, and if it is Ok to Rehire this
employee. When saving the action, a new Job Information record is created, which begins on the exact
hire date, ensuring that the newly hired has no active day in the system (which is important for payroll
purposes). This action relieves having to terminate the employee and having any active work dates. If the
no-show is a manager and already has direct reports, the admin can reassign those employees in the
same way on the Terminations page. The Report No-Shows action will only be available for 30 days after
the employee's hire date.

Exercise: Use features in the Employee Central instance

Business Example

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ACE would like to see the Hire and Termination Processes for Employee Central. You will use various
features in Employee Central to demonstrate this process.

Task 1: Hire a new employee with the Standard Hire Template

Steps

1. Log into your system as admin.

2. Use Action Search to navigate to the Add New Employee tool.
3. Enter the following information in the Identity section:
a. Company: Ace USA
b. Event Reason: New Hire
4. Name Information:
a. First Name: Michael
b. Last Name: Vorm
5. National ID Information:
a. Country: United States
b. National ID Card Type: Social Security Number
c. National ID: 987654321
d. Is Primary: Yes
6. Select Next or Continue.
7. Enter the following information in the Personal Information section.
Email Information:
a. Email Type: Business
b. Email Address: mvorm@company.com
c. Is Primary: Yes
8. Addresses:
a. Address Type: Home
b. Country: United States
c. Address 1: 123 Main St.
d. City: Philadelphia
e. State: Pennsylvania
f. 19148
9. Select Next or Continue.
10. Enter the following information in the Job Information section:
Job Information:
a. Business Unit: Global Professional Services
b. Division: Professional Services
c. Department: Client Services
d. Location: Philadelphia
e. Job Classification: Analyst, Professional Services
f. Supervisor: Stephen Chan
11. Job Relationships:
a. Relationship Type: HR Manager
b. Name: Janice Jones
12. Select Continue
13. Optional Step: Add Compensation Information.
14. Select Submit
15. Select Confirm to initiate the new hire workflow.
16. Proxy as Janice Jones and Stephen Chan to approve the New Hire Request.
17. Stop Proxy and switch back to your user account by selecting the User menu and Become Self
18. Confirm the addition of the new employee, Michael Vorm.
a. In Action Search, search for Michael Vorm.
b. Select Michael Vorm.
c. Verify the information added in the New Employee wizard appears in Michael Vorm’s
employee file.

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Task 2: Create a New Hire Template and rehire an employee using the template

Steps

Set up a configurable New Hire template for ACE administrators to use for hiring. Use the information
provided in the table.

A. Go to Manage Permission Roles.

B. Select System Admin and select Permissions.
C. Navigate to Administrator Permissions → Manage Business Configuration, and select all of the
permissions for Hire Template except Field Level Overrides.
D. Select Done and Save Changes.
E. Logout and log back into your system. (Most often, whenever you make permissions changes, it’s
better to practice logging out and to log back in to make sure the permissions are applied to the
role).
F. Go to Manage Data → Create New → Hire Template.
G. Use information from the New Hire Template table to complete the Hire Template fields.
H. Select Details under Wizard Step Configurations to enter hire process configurations. Add the
following sections based on the table titled Wizard Step Configurations.

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I. Select Done and then Save.

J. Go to Add New Employee using Action Search. You should now see the Basic Data pop-up
window where the selection of Hire Template is available.
K. Go to Manage Data.
L. Search for Hire Template → Ace Hires.
M. Select Take Action then Make Correction.
N. Change effectiveStatus to InActive.
O. Select Save.

As the administrator, rehire an employee with the Add New Employee tool using the information provided
in the table.

Dennis Jackson Information

A. Navigate to Add New Employee using Action Search

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B. In the Identity section, add the information from the table, Dennis Jackson Information, and
choose Continue.
C. A Duplicate Check window will appear. Consider the system's benefits of searching the database
to find matches based on Employee Name, Birthdate, and National ID.
D. Select Accept Match.
E. Notice Dennis Jackson’s Person ID is retained from the previous employment.
F. Select Rehire as Event Reason.
G. Select Save Draft.
H. Use the Action Search to navigate to Manage Pending Hires.
I. In the top right of the page, select the drop-down and select Drafts
J. Verify that Dennis Jackson appears.

Adding employees with the import process during

implementation
Employee Import overview
Employees are added in multiple ways (for example: Add New Employee (New Hire) wizard, Manage
Pending Hires, FTP, connectors, etc.). However, in this lesson, you will learn how to add employees using
import. You can navigate to Import Employee Data tool by using Action Search.

Import Employee Data Tool

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Business Keys
In SAP SuccessFactors, each record is identified by a unique identifier combination known as business
keys.

Business Keys are typically a combination of the ID for the Person (Person ID / person_id_external) or
Employment object (User ID / user_id ) potentially combined with a type of record for the entity. Finally, if
the entity is effective-dated, the business key will include the start date and possibly a sequence number.

For example, the address block is part of the person object and is effective-dated. Additionally, you can
have several types of addresses (home, mailing). Therefore, the unique combination of
person_id_external, effective_start_date, and address_type make up the unique business keys in the
Addresses template. However, the biographical information block is non-effective dated and does not
have multiple entries per user, so the business key is person_id_external.

You must include the business key fields and values in your import file.

Employee Central Entity Import Permission

Using Role-Based Permissions, you can define who can perform an import at the entity level. To use this
permission:
1. In Role-Based Permissions, enable Employee Central Import Settings → Import Employee Data.

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2. Then grant the import permission for the selected entity in Employee Central Import Entities.

RBP for employee import

Basic Import RBP Restriction

You can use Role-Based Permissions to manage access to Basic User Import in Employee Central. In
Manage Employee Central Settings, you can switch on the option to Enable Control on Basic User Import
in Role-Based Permissions. When you enable this option, only users who are granted the Import
Employee Data and Basic User Import Permission from Manage User Permission category can perform
the basic import. If this feature is not enabled, then you cannot view or control the Basic User Import
permission.

Employee Central Import Settings

Additional Permissions to control Employee Central Imports

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Import Tips
Here are some tips to prevent the import from failing. Before importing the CSV import file:
● Ensure that all the required fields are entered in the file. Also, verify that the value in each column
is correct/valid.
● Validate that the columns in your import file correspond to the import template's columns. If not,
you need to download a new import template from Import Employee Data.
● Verify that the field you have enabled for an HRIS-element is valid. See the Data Object Tables
handbook on the SAP Help Portal to know more about field configuration.
● Check that the fields are configured correctly. For example, if the field is a picklist or an object-
related field, ensure that the related picklist/object is configured to the HRIS-field.
● Check if the failed row has an End Date. If the End Date in the CSV file you’re importing does not
correspond to the End Date value present in the system, importing the CSV file will lead to an
error. While the system calculates the end dates based on the hierarchy of event start dates, you
can remove this value and try importing the file again.
● Make sure all the effective-dated employee records are in a single CSV file. This is applicable
only when importing multiple batches in parallel.

Exercise: Add new employees using the Import process

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Business Example

Ace Corporation needs to import three employees.

Consider, where do you download the templates? In which order do you upload?

When referring to individuals in imports (Managers, HR, and so on) always use the USERID. To find
codes and IDs for legal entities and job codes check Manage Data.

Steps

1. Download the basic user file and the six import templates: Basic Import, Biographical Information,
Employment Details, Job History, Compensation Info, Personal Information
a. Log in to your instance.
b. Navigate to Employee Export.
c. Select Export user file.
d. Save and unzip the Employee Data File. You can use this file to verify the employee ids
for Carla Grant and Alan Chin is correct. Locate Carla Grant in the file and determine the
User ID. Do the same for Alan Chin.
e. Go to Import Employee Data.
f. Select the action you want to perform: Download Template. Download blank templates by
choosing each one under Select an entity. You can choose the appropriate data fields to
populate your template. Go ahead and select all data fields by choosing the white check
box next to Available Data Fields. You can then select the Generate Template button to
create the import file.
g. Download the six import templates:
● Basic Import
● Biographical Information
● Employment Details
● Job History
● Compensation Info
● Personal Information

2. Complete and upload the employee import files according to the table Import File Information.
Import File Information

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a. Use the information in the table, Import File Information, to fill out each of the six import
files. Some fields will be used in multiple files.

Use the codes or ids inside the parenthesis listed in the table, Import File Information (when mentioned).
The system cannot read names or labels.

b. Go to Import Employee Data.

c. Validate and upload each file in the order dictated by the course content.
d. If you need extra help, look for the Module 4 Instructional Videos in the Video Tutorial
Library of the Employee Central Academy Learning Room.

3. Validate your uploaded employees.

a. Log in to your instance.
b. Search for your new users in the People Search tool.
c. Do you see the three new team members? Can you access their Personal and
Employment Information?

Make sure you complete all six imports before searching for the users. There might be a delay before the
employees are searchable or appear on the Org Chart.

Updating employee information via import

Centralised services
Centralized Services for Employee Data Imports

Centralized services is an umbrella term for a collection of specialized services governing different
processes in Employee Central. Centralized Services aim to resolve incompatibilities to important
functions like business rule execution, identical record suppression, deleting employee data, validation,
and so on.

Centralized Services regulate the following processes in Employee Central:

● Importing Employee Data – applicable to data imports initiated from the Import Employee Data
page and OData APIs
● Saving on History UI – applicable when saving changes in the History UI (clock icon) of a block
in the People Profile
● Saving on Editing UI – applicable when saving changes in the Editing UI (pencil icon) of a block in
the People Profile

Entities Supported by Centralized Services

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Partial imports

Update Specific Fields via Import

So far, you've learned about two importing modes, Full Purge and Incremental Load. When you want to
update specific fields but retain others selectively, you can use Partial Imports. A Partial Import is an
incremental import that uses &&NO_OVERWRITE&& against fields you do not want to update.
Fields for the business keys and fields marked with &&NO_OVERWRITE&& will NOT be changed.
While importing data, if the system encounters a field without any value, the system will add either
&&NO_OVERWRITE&&, or null value depending on whether the entity supports partial import or not.

Unsupported Entities for Partial Imports

If you want to perform a Partial Import while importing data in Incremental Load mode, you cannot update
information for these objects:
● Address

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● Work Permit Info

● Job relationships
● Dynamic Role
● Workflow

Delete Employee Data via Import

Employee data can be deleted in Incremental Load by choosing an operation type between DELETE and
DELIMIT. The operation type depends on the entity you are importing. Use DELETE for Compensation
Information, Job History, and Personal Information. Use DELIMIT for other entities.

Applying mass changes to job information in Admin Centre

Mass changes

In Employee Central, the Manage Mass Changes tool allows an administrator to simultaneously apply
changes to Job Information or Job Relationships to multiple employees. Examples of mass changes
include changing office locations, corporate restructuring, or assigning a new manager to a group of
employees as part of an organizational change. For example, if you need to assign a new HR
representative to Carla Grant’s sales department, use the Manage Mass Changes tool to make the
process more efficient.

How To Set Up a Mass Change

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Go to Manage Mass Changes . The steps for setting up a mass change job are as follows:
1. Provide a name for the job.
2. Create a group for the impacted employees. The interface and criteria are similar to that of the
role-based permission group.
3. Enter the Effective date of the change.
4. Select whether the change is for Job Information or Job Relationship.
5. Choose the appropriate field from the Job Information or Job Relationship.
6. Enter the value for the field.
7. Select the appropriate Event Reason (applies to Job Information only).
8. Select Save and Initiate to run the job. Alternatively, use Save if you do not want to execute the
job immediately.

Configuring the Succession Data Model with business

configuration
Succession Data Model

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The XML data models defining Employee Data configuration are Succession Data Model and CSF
Succession Data Model. In the Succession Data Model figure, you can see the different elements
included in the Succession Data Model. In this lesson, you will learn how to configure the HRIS elements
of the Succession Data Model using the Business Configuration User Interface.

Management of the Business Configuration tool

Manage Business Configuration Tool

The Business Configuration UI (BCUI) allows consultants and administrators to update the Succession
Data Model and Country Specific Succession Data Model without XML intervention. The Succession and
Country-Specific Succession Data Models must be uploaded initially during implementation before the
BCUI can be used.

BCUI does not have an undo feature, nor does it create a backup version of the data models when
changes are made.

Using Manage Business Configuration Tool

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Configurations in BCUI:
1. Employee Central: Here, you’ll find the HRIS elements and country-specific elements included in
the Data Models.
2. Employee Profile: Here, you’ll find standard elements and userInfo elements that are used for the
talent modules.
3. Set the label and Default label of the HRIS element.
4. Enable or disable the element.
5. Assign business rules to the element.
6. Set the field label.
7. Enable or disable the field.
Field details are used to set field attributes such as field type, required, etc.

Person Types in BCUI

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The Person Type in BCUI allows you to define a set of fields specific to a group of persons, like a
contingent worker. Administrators can define person types for both global and country-specific HRIS
elements.

For a person type, you can configure these attributes:

● Enabled
● Mandatory
● Visibility

When a person type is created, all the HRIS fields specific to the Person Type get copied from the base
element. Person Type is only supported for HRIS elements.

You cannot add a field that is not in the base element.

You can only add the Person Type in BCUI. Person Type added in BCUI will not have any corresponding
entry in the data model, and you cannot configure the Person Type by editing the XML.

With BCUI, you can add different Person Types for other blocks. Not all Person Types are supported in all
elements. Some Person Types are only enabled in the BCUI when their respective modules are enabled
in Provisioning. The following Person Types might be available in your instance, depending on
configuration:
● Employee
● Dependent (Dependents Management required)
● Student (SAP SuccessFactors Learning module required)
● Candidate (SAP SuccessFactors Recruiting module required)
● Onboardee
● Contingent Worker

For more detailed information, including a matrix of supported person types and elements, review the
Setting Up and Using Business Configuration UI documentation in the SAP Help Portal.

How to Add Dynamic Group Filters

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Business Configuration UI allows you to add new filters that can be used when defining permission
groups. The Dynamic Group Filter (DG-Filter) in BCUI makes it a lot easier when you like to add
Employee Central Fields to the People Pool category. To create a new dg-filter, follow these steps:
1. Go to Manage Business Configuration UI using Action Search.
2. Go to Filters → Dynamic Group Filters → DG Filters.
3. Select Details in the first row.
4. Select the HRIS Element that you would like to reference.
5. Select Details and the HRIS Field that you want to use as a category. Make sure the HRIS field is
enabled and visible.
6. Select Save. You may need to log out and log back in before the field is visible in the People Pool
category.

Exercise: Manage Succession Data Model with Manage Business Configuration (BCUI)

Business Example

ACE would like to be able to start an attachment within the Biographical Information block on the
Employee File. You will change the configuration in BCUI, then verify the change is made in the
Employee File.

Steps

1. With Manage Business Configuration, enable the attachment-id field in Biographical Information.
Set the field to be labeled as Biographical Attachment and configured as editable.
a. Go to Manage Business Configuration.
b. Select the hris-element personInfo.
c. At the bottom of the field list, select the field identifier drop-down list.
d. Select attachment-id.
e. Add the label, Biographical Attachment.
f. Set Enabled to Yes.
g. Select Details and check if visibility is set to Edit.
h. Select Done, then save the element.
i. If you are prompted to confirm other changes made to the data model by BCUI, select
Yes.

2. Verify the field has been added to the Biographical Information block in the Employee File.
a. Search for Marcus Hoff and go to Personal Information → Biographical Information.
b. Select Edit(pencil icon). Verify that the new field exists.
c. Select Cancel.

Generic Object to the Succession Data Model

Often customers want to use a Generic Object to function like the Employee Central predefined
Foundation Objects. These Generic Objects can be created, configured, and then used in the Employee
File as custom fields in the hris-elements. They can use associations to filter valid values for the Generic
Object Record.

How to Assign a Generic Object to a Custom Field in Succession Data Model

1. Go to Manage Business Configuration, and select the relevant HRIS Element.
2. Create a new custom string field and complete the Label, Section (if required), and Enabled
fields.
3. Open the Details of the field, and update the following fields:
a. Type of Reference Object: Foundation Object.

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b. Reference Object: the ID of the Generic Object.

4. If your Generic Object uses association filtering, configure the appropriate values in the field
criteria.
5. Save your changes.
6. Assign any required role-based permissions for the new custom field.

Exercise: Assign a generic object to the Succession Data Model

Business Example

Business Example: ACE would like to add a field in Job Information to reference the company’s parking
records. At the same time, they would also like it to be filtered based on the employee’s location.
If you completed the prior exercise on creating a custom Garage Generic Object, you can use the Garage
object instead of the Parking object. The same process could be used to assign it to the Succession Data
Model.

Determining the Destination Field Value and Source Field name is covered in the topic
on Creating Associations.
Steps
1. Verify that Parking records already exist and are assigned to a location.
a. Go to Manage Data.
b. Change the search field to Parking.
c. Review the two records that exist. Note the assigned location(s) for each record.
2. Locate the ID of the Parking Generic Object to be used on the employee file.
a. Go to Configure Object Definition → Object Definition → Parking .
b. Locate the Code field of the object. Determine the value. The value is required in a later
step and will be case-sensitive when used.
c. Locate the association to Location Wrapper. Determine the Name. The value is required
in a later step and will be case-sensitive when used.
3. Enable custom-string4 and assign the parking GO in Job Information using BCUI.

Parking Field

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a. Go to Business Configuration UI.

b. Go to Job Information element, add a custom string field. Follow the properties in the
table titled Parking Field.
c. Save the element.
d. If prompted to confirm other changes made to the data model by BCUI, choose Yes.
4. Permission the newly enabled field for parking to the Administrator Role.
a. Go to Manage Permission Roles → System Admin → Permission → Employee Central
Effective Dated Entities → Job Information .
b. Select ALL of the permissions for the Parking Field.
c. SelectDone → Save Changes .
d. Log out and log back in.
5. Test the association in employee records.
a. Go to Marcus Hoff’s profile and then go to Job Information → Edit .
b. Select Edit.
c. Select today’s date for the Start Date.
d. Change location to Arlington, Virginia.
e. Verify that you can see the associated parking record (Amidi Parking) in the Parking field.
f. Cancel the changes.

Configuring the Succession Data Model XML

Succession Data Model XML
As valuable as the Business Configuration UI is to configure HRIS elements for Succession and Country
Specific Succession Data Models, the use of XML still has some advantages over BCUI. These include:
● Using XML makes it easier to make simultaneous changes to a variety of global and country-
specific fields, while BCUI will often get an error
● Back-up versioning is available for every data model upload, while changes in BCUI cannot be
undone

Learn to configure the XML attributes in the interaction.

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Succession Data Model XML

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Any newly enabled fields in the data models or BCUI must be permissioned using Role Based
Permissions for any role to access it. In the sample configuration for ACE, the field Preferred Name has
permission at all levels: View Current, History, Edit/Insert, Correct, and Delete.

Exporting the Succession Data Model in the Admin Center

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Before you start with any configuration using the Succession Data Model XML, be sure to download the
latest XML version. Files can be downloaded directly from the Admin Center. All previous versions can be
exported directly from the Export Succession Data Model tool. You can restore the data model to a
specific version from the list. The list of versions only stores up to 100 previous versions.

Supplemental Resources for this Lesson

Here are some additional resources you can explore relevant to this lesson (access requires S-ID):
● https://help.sap.com/viewer/b14dd15ca58f43e0856184a740a4b212/latest/en-US
● https://help.sap.com/viewer/213711b5e5a847e2a20dfdd465346252/latest/en-US
● https://help.sap.com/viewer/b05b0831c7a540739a2d19f01fbeadff/latest/en-US

Exercise: Configure the Succession Data Model using XML

Business Example
Ace Corp wants to make changes to the Job Information block in the Employee Files. They want to
enable and update the label of the Supervisor Level field. They also want to include a custom field to
store Additional Job Details.

If you need to create a custom field (string, date, and so on), you can reference the XML examples in the
Implementing Employee Central Core guide. If your custom field label does not appear correctly, you can
add a line for English US: <label xml:lang="en-US">Additional Job Details </label>.

Steps
1. Export the Succession Data Model.
a. Go to Export Succession Data Model using Action Search.
b. Select Export Succession Data Model.
c. Save the file with your other data models, rename the file to match the other files, and
increment the version number on your file.
2. Open the Succession Data Model.
a. Open the file in your XML editor.
b. (Optional) If you use an XML editor that validates versus a DTD, update row 4 to a value
of "sf-form.dtd".
3. Enable the Supervisor Level field and update the label to Management Level.
a. Go to HRIS Element → jobInfo .
b. Go to hris-field → supervisor-level .
c. Change the visibility to "both".
d. Change the label: Supervisor Level → Management Level.
e. If necessary, to change the en-US label, go toSupervisor Level → Management Level.
4. Create a custom field to store the Additional Job Details. Utilize custom-string8 hris-field.
a. Go to HRIS Element → jobInfo .
b. Add the following code block AFTER the closing tag of supervisor-level (</hris-element>)
and BEFORE the opening tag of is-cross-border-worker (<hris-field id="is-cross-border-
worker" visibility="both">):

<hris-field id="custom-string8" visibility="both">

<label>Additional Job Details</label>
</hris-field>

c. (Optional) Validate your XML if supported by your XML editor.

d. Save a new version of your data model.
5. (Optional) If you completed the Manage Succession Data Model with Manage Business
Configuration (BCUI) exercise, verify the change to personInfo exists in the exported data file.
a. Search for personInfo to locate the hris-element.

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b. Scroll down to locate the hris-field attachment-id.

c. Verify the field has the label (Biographical Attachment) and is set to editable (visibility =
"both").
6. Upload the updated version of the Succession Data Model in Provisioning.
a. Log in to Provisioning.
b. Go to Succession Management → Import/Export Data Model .
c. Browse for the file in the local drive and enter a description/comment for the new version.
d. Select Submit.
7. Permission the fields that you enabled in the previous steps.
a. Log in to your instance.
b. Go to Manage Permission Roles → System Admin → Permission → Employee Central
Effective Date Entities → Job Information.
c. Find Additional Job Details and select all checkboxes.
d. Repeat prior steps for Management Level.
e. Select Done and Save Changes.
8. Test your changes.
a. Log in to your instance.
b. Go to Marcus Hoff → Employment Information .
c. Ensure that you can see your two changes:
■ Management Level
■ Additional Job Details

Configuring the country and region specific fields for

Succession Data Model
Country specific fields (CSF) Succession Data Model

The CSF Succession Data Model allows you to configure fields relevant to a specific country. For
example, you can format home address fields differently for each country or add custom fields for
selected countries. In the figure, Country Specific Fields (CSF) Succession Data Model, you can see the
Personal Address block for two countries. On the left is a block for the United States, and on the right is a
block for the Philippines. The different fields are made possible by the CSF Succession Data Model.
The HRIS elements that support country-specific configuration are as follows:
● Global Information (globalInfo)
● Addresses (homeAddress)
● National ID Information (nationalIdCard)

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● Job Information (jobInfo)

● Compensation Information (compInfo)
● Employment Information (employmentInfo)

The standard Country-Specific Succession Data Model used for implementation provides preconfigured
country-specific fields for more than 100 countries.

National ID in the CSF Succession Data Model

The National ID format group is preconfigured for countries in the standard Country Specific Succession
Data Model. The configuration in the data model dictates the behavior of the fields in the user interface.
● Country Id: determines the country-relevant format and fields that will be displayed in the system
● Format Id: indicates the national ID type for the country
● Regular expression: determines the acceptable data format

In the figure, National ID in the CSF Succession Data Model, you can see that the acceptable format
required for Social Security Number in the United States: three digits, a dash, two digits, a dash, and four
digits. This is different from the acceptable format for the French INSEE.

Home address in the CSF Succession Data Model

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The Home address element is also preconfigured in the standard CSF Succession Data Model. In the
figure, Home Address in the CSF Succession Data Model, you can see the standard configuration for the
United Kingdom and Canada. The county field in GBR is set for picklist, COUNTY_GBR, while the state
field in CAN is set to display values from PROVINCE_CAN picklist.

Global information in the CSF Succession Data Model

Global information (globalInfo) is predelivered for most countries in the standard Country Specific
Succession Data Model. When configured, the fields in the Global Information element appear in the
same People Profile block as that of Personal Information (personalInfo).

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In the sample configuration for ACE in the figure, you can see the globalInfo HRIS element for the United
States. The Ethnic Group and Veteran status fields are visible and have associated picklists.

Exercise: Configure global information in the CSF Succession Data Model

Business Example
The Ace Corporation has expanded operations into Germany. They need to add two additional fields to
Germany's Global Info.

Consider which data model you will use. In the data model, which element do you configure? If you
create a custom field, how do you make it visible in the instance?

This exercise requires you to have completed Prepare the Data Models exercise.

Steps

1. Create custom fields to store Ethnicity and Religion for employees in Germany. These will be
displayed in the Global Information area of the Personal Information block.

a. Go to Manage Business Configuration.

b. Select the hris-element globalInfo.
c. Expand globalInfo with the triangle symbol.
d. Select globalInfo_DEU.
e. At the bottom of the field list, select the field identifier drop-down list.
f. Select custom-string1.
g. Add the label Ethnicity.
h. Set Enabled to Yes.
i. Select Details and check if visibility is set to Edit.
j. Repeat the steps to enable custom-string3 according to the table.
k. Save the element.
2. Permission the newly enabled fields for the System Admin to have full permissions.
a. Go to Manage Permission Roles.
b. Select System Admin.
c. Select Permissions → Employee Central Effective Dated Entities → Personal Information
d. Find Ethnicity and Religion and select all the checkboxes.

The permission will be in the format "DEU—field name". For example DEU-Ethnicity.

e. Select Done → Save Changes .

3. Validate the fields are available in Paul Horn’s employee file.

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a. Go to Paul Horn’s Personal Information.

b. Locate the Global Information section. Use Show More to expand the field list.
c. Ensure that you can see the following two new fields for Germany:
i. Ethnicity (Germany)
ii. Religion (Germany)

Job Information in the CSF Succession Data Model

The Job Information element also comes pre-delivered for most countries in the standard Country
Specific Succession Data Model. Your Legal Entity determines the country-specific fields in Job
Information. If you work for ACE USA, you are assigned country-specific fields for the United States. In
the figure, Job Information in the CSF Succession Data Model, you can see how the Equal Employment
Opportunity (EEO) fields are configured in the data model and displayed in the profile.
CSF Succession Data Model: employmentInfo

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Compensation Information (compInfo) and Employment Details (employmentInfo) elements can also store
country-relevant fields. However, there are no predelivered fields in the standard CSF Succession Data
Model. Country relevant fields on Compensation Information and Employment Details are determined by
the Legal Entity assigned to the employee.

For country-specific fields for jobInfo, employmentInfo, compInfo, and nationalIdCard, remember that if
you reuse a country-specific field across several countries, you can only change the label but must keep
the other field attributes (visibility, required, and so on.) the same.

There are many details and exceptions when dealing with country-specific configuration. For
the most up-to-date information, download the Implementation Handbooks.

Employee Central Country-Specific Implementation Handbook and Employee Central

Implementation Handbook

https://saplearninghub.plateau.com/icontent_e/CUSTOM_eu/sap/self-managed/elearning3/
THR81_EN_Col2211_v1/json/a_3ba4b1b09d63b6a9284e58305_4/
a_e2533447dc84_0_1671438730430/assets/BestPractices_Scr.png

For more information and best practices, download the Employee Central Country-Specific
Implementation Handbook and Implementing Employee Central Core guide from the SAP Help Portal .

Exercise: Configure employment details and job information in the CSF

Succession Data Model
Business Example
Ace Corp realized they need to enable recording of travel distance for employees in Germany. Also, they
wish to include some custom fields in the Employment Details for France and the United States.

Task 1: Task 1: Configure Job Information in the CSF Succession Data Model
In this task, you configure Job Information in the CSF Succession Data Model to enable the standard field
travel distance.
To use fields from jobInfo in your CSF Succession Data Model, you need to remove them from the
standard Succession Data Model.

Steps

1. Enable the standard field travel distance for employees in Germany. It will be displayed in the Job
Information block for employees of ACE Germany.

a. Go to Manage Business Configuration.

b. Select hris-element jobInfo.
c. Verify that travel-distance is not enabled in the jobInfo base element.

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d. Expand jobInfo with the triangle symbol.

e. Select jobInfo_DEU.
f. At the bottom of the field list, select the field identifier drop-down list.
g. Select travel-distance.
h. Add the label Travel Distance.
i. Set Enabled to Yes.
j. Choose details and check if visibility is set to Edit.
k. Select Done.
l. Save the element.
m. Confirm any changes required from BCUI with Yes.

2. Permission the newly enabled fields for the System Admin to have full permissions.
a. Go to Manage Permission Roles.
b. Select System Admin.
c. Select Permissions → Employee Central Effective Dated Entities → Job Information
d. Find DEU-Travel Distance and select all of the checkboxes.
e. Select Done → Save Changes.

3. Verify that the field is available for Paul Horn, an employee assigned to ACE Germany. Also,
verify that the field does not appear for employees not working in Germany, for example, Marcus
Hoff.
a. Go to Paul Horn’s profile and go to Employment Information → Job Information .
b. Verify that the field is visible. It will appear after the field Country/Region.

Ensure that you can see your new field for Ace Germany → Travel Distance .

c. Go to Marcus Hoff’s profile and go to Employment Information → Job Information .

d. Verify that the field is not visible. If it is visible, It will appear after the field
Country/Region.

Ensure that you cannot see the new field Ace USA → Travel Distance .

Task 2: Task 2: Configure Employment Details in the CSF Succession Data Model
Steps

1. Update the Employment Details Element in the CSF Succession Data Model based on the table.

USA updates

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FRA Updates

a. Go to Manage Business Configuration.

b. Select the hris-element employmentInfo.
c. Expand employmentInfo with the triangle symbol.
d. Select Configure New Country/Region.
e. Set Country/Region drop-down list value to United States (USA).
f. Select Save.
g. Select Take Action → Make Correction to edit the employmentInfo_USA element.
h. Set the Enabled field to Yes.
i. Configure two localized HRIS fields according to the table titled USA Updates.
j. Save the element.
k. Confirm any changes required from BCUI with Yes.
l. Repeat the process to create a new emplomentInfo_FRAelement and configure it with
the fields according to theFRA Updates table.

It is very common to forget to set the enabled field to Yes for newly created CSF elements.

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2. Set permissions on the newly enabled fields for the System Admin to have full permissions.
a. Go to Manage Permission Roles.
b. Select System Admin.
c. Go to Permissions → Employee Data → Employment Details .
d. Find the new fields and select all of the checkboxes.
e. Choose Done → Save Changes .

3. Verify the appropriate fields are displayed for employees of different companies. You can use
Paul Horn (Germany), Marcus Hoff (USA), and Isabelle Genoit (FRA).
a. Go to Robert Allen’s profile and then go to Employment Information → Employment Details.
b. Ensure that you can see your new fields for Ace USA.
c. Go to Isabelle Geniot’s profile and go to Employment Information → Employment Details.
d. Ensure that you can see your new fields for Ace France.
e. Go to Paul Horn’s profile and go to Employment Information → Employment Details.
f. Ensure that you do NOT see the CSF fields.

Configuring HRIS synchronisation during implementation

HRIS Synchronisation
Human Resource Information System (HRIS) synchronization is the sync of data from Employee Central
to User Data Tables and the Employee Profile. HRIS Sync is a one-way HR (unidirectional) sync of
Employee Central data to populate the talent data to support the other modules of SAP SuccessFactors.
Because Employee Central is the core HR system of record for SAP SuccessFactors, we want to ensure
data is accurate across the entire SAP SuccessFactors Suite. Some areas of the system store data in
legacy data tables, so the HRIS sync populates these tables with Employee Central data.

The synchronization process is called an HRIS Sync Job and is completed in Manage Scheduled Jobs in
Provisioning. HRIS sync is a background quartz job that periodically looks for data that has been changed
in Employee Central and updates the legacy user tables with data from Employee Central. The job itself
should be configured to run on a schedule. For data updated using the UI, the synchronization process is
triggered automatically at the end of the update for current and past-dated records.

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User Tables feed data to other modules like Performance, Goals, Compensation, and Recruiting.

Warning: To avoid future data inconsistency between Employee Central tables and legacy tables, do not
use basic import to update data in the legacy tables directly.

Additional configuration in Employee Central may be required to utilize integration features between
Employee Central and other SAP SuccessFactors solutions.

Why is HRIS sync important?

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Employee Central is the core HR system and contains relevant information to manage the employee
lifecycle. Employee Profile serves as the platform for talent management activities, and it requires a mini-
master of core employee data for the talent processes to launch and run successfully.

Employee Central stores employees’ Personal and Employment Information. For example, Job
Information includes fields such as an employee’s Department, Company, or Location. Employee Central
data is robust and connected to the supporting Foundation Object record data in the system, making it
more valuable and accurate than the standard element data used by the User Data Tables.

When configuring HRIS Sync fields, you connect the Employee Central data fields to Standard Elements
in Succession Data Model with an HRIS Synchronization Mapping. When there is a change in Employee
Central information, it flows to Employee Profile fields and is consumed by talent solutions that cannot
directly leverage Employee Central data.

For customers WITHOUT Employee Central, their talent process relies solely on imported data using the
User Data File (UDF), which is displayed in Employee Profile blocks in People Profile. These fields allow
the standard Org Chart to populate correctly, provide filter criteria for dashboards and reports, create the
route maps used for Performance Management and Compensation, and more.

For customers WITH Employee Central, some talent modules continue to refer to User Data File to run
the talent processes in the system because they can't leverage person and employment information
directly from Employee Central. However, with HRIS Sync, customers do not need to upload this
information manually.

Some fields are critical to keeping the sync between Employee Central and the UDF. If using Employee
Central, you should not be making user data changes by importing the User Data File (UDF) either from
the UI or through a scheduled job. Doing so can overwrite data coming from Employee Central and cause
data inconsistencies.

HRIS Sync Provisioning Jobs

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You can schedule HRIS Sync Jobs in Provisioning. You can monitor the HRIS Sync Job using the
Scheduled Job Manager in the Admin Center.

When is HRIS Sync triggered?

Use the interaction below to know how HRIS Sync is triggered.

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Synchronisation Job Types

Use the interaction below to know the types of synchronisation jobs: Incremental and Full.

Synchronisation Mappings

The data synchronized from Employee Central to basic user data tables are either hard-coded (designed
by default) or configured in the Succession Data model (custom-designed).

Hard-coded sync means that the system will sync some HRIS elements and HRIS fields into user
directory tables without any configuration based on hard-coded rules, such as syncing Job Information:
job-code to Standard element: jobCode.

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However, you can also customize sync mappings, which means you can configure the syncing of
Employment Details: Eligible for Stock to Standard Element: Customizable Field 9 in Succession Data
Model.

You can define HRIS Sync mappings for standard elements, user info elements, and user info record key
elements. With these mappings, you can establish a relationship between these elements and HRIS fields
(predefined and custom fields). HRIS Sync considers these mappings when propagating Employee
Central to other SAP SuccessFactors products.

Hard-Coded Sync Mapping

Certain mappings are hard-coded into the system, meaning you MUST NOT configure these in the
Succession Data Model. Configuring an HRIS-sync mapping in the data model for these fields can cause
undesired results.

The system prevents anyone from adding duplicate sync mappings to the sync-mappings section of the
Succession Data Model. Duplicate sync mappings lead to data not syncing to Employee Profile correctly.
Manage Business Configuration (BCUI) has a validation that prevents creating an HRIS sync mapping for
hard-coded fields.

These are some of the HRIS fields that are hard-coded to standard elements:

Hard-coded Fields

Please refer to Implementing Employee Central Core guide in the Help Portal for the complete list and
other sync logic.

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Custom Sync Mapping

You can create custom sync mapping by adding additional XML into your Succession Data Model or
through BCUI. The separate section in your XML document uses the tag <hris-sync-mappings>.
The attribute entity-type is mandatory for HRIS-sync mapping of address, email, phone, and global info.
Entity type specifies the type of information. For example, emailInfo can either be business or personal.
The picklist center can verify the external code used for each type.

The following steps describe the custom mapping process in Succession Data Model.
1. Identify the Employee Central block, using hris-element-ref refid="jobInfo"
2. Identify the Employee Central field, usinghris-field-ref refid="business-unit".
3. Identify the Employee Profile field (standard-element), using standard-element-ref
refid="custom01".
4. Update the XML in your Succession Data Model.
5. Upload to Provisioning.

The code in the Succession Data Model is as follows:

<hris-sync-mappings>
<hris-element-ref refid="jobInfo">
<hris-mapping>
<hris-field-ref refid="business-unit"/>
<standard-element-ref refid="custom01"/>
</hris-mapping>
</hris-element-ref>
</hris-sync-mappings>

You can define multiple sets of hris-mapping within the hris-element-ref tag and multiple sets of hris-
element-ref inside the hris-sync-mappings tag.

Alternatively, you can configure the mapping in Manage Business Configuration (BCUI) with these steps:
1. Go toManage Business Configuration → HRIS Sync Mappings
2. Select Plus (+)
3. Select the appropriate HRIS Element ID from the drop-down menu
4. Select the Field ID
5. Select the Target Field Type
6. Select the Target Field ID
7. Select Entity Type when applicable
8. Save.

HRIS Sync Mappings in BCUI

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You can view all your HRIS sync mappings on a single screen by selecting HRIS Sync Mappings in BCUI.
Fields mapped using the HRIS Sync Mappings will also reflect in the details of the Field Element in the
individual hris-elements.

Exercise: Create a Custom Synchronisation Map

Business Example

ACE would like the Standard Weekly Hours for an employee to be reportable within Employee Profile
reports. In this exercise, use HRIS sync functionality to include Standard Weekly Hours on the Talent
Profile of every employee.

Steps

1. Update the label of the Standard Field.

a. Login to your instance and go to Business Configuration UI.
b. Expand the Employee Profile section on the left panel.
c. Expand Standard section.
d. Locate the custom07 field.
e. Update the Label, Default Label, and translations to Standard Hours.
f. Select Save.

2. Create the mapping in BCUI

a. In BCUI, go to HRIS Sync Mapping section
b. Select Add (+).
c. For HRIS Element, select Job Information.
d. For Field, select Standard Weekly Hours.
e. For Target Field type, select Standard Field.
f. For Target Field, select Standard Hours (custom07).
g. Select Save.

3. In Provisioning, run an HRIS Sync Job using the following data:

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Submit the job.

a. Open Provisioning and select your Company Name.

b. Search for Manage Scheduled Jobs.
c. Choose Create New Job.
d. In the Create New Job screen area, enter the appropriate data from the table provided.
e. Choose Create Job.
f. Find your job and choose Select → Submit, and choose OK to confirm.

Choose to Run the Job Now. Use the Monitor Job tool to see when the job is completed.

4. Add the Standard Hours field to the Talent Profile. Verify that the Standard Hours field displays in
Carla Grant’s Talent Profile, as shown in the figure, C Grant Talent Profile.

a. Log in to your instance and go to Configure People Profile.

b. Go toTalent Profile and choose Employee Information.
c. On the right-hand side of the screen, scroll down and choose Add Field .
d. Replace Middle Name with Standard Hours.
e. Choose Save.
f. Navigate to Carla Grant → Talent profile.
g. Confirm that you can see Talent Profile Section → Standard Hours, as shown in the figure, C
Grant Talent Profile.

Assessment
Question 1
What is a partial import? Choose the correct answer.
● A partial import is part Full purge and part incremental load.
● A partial import allows admins to upload the minimum number of fields for employee imports.
● A partial import is an incremental load that uses &&NO_OVERWRITE&& for fields that must
remain unchanged.
● A partial import is a full purge that uses &&NO_OVERWRITE&& for fields that must remain
unchanged.

Question 2

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What are the characteristics of Personal Information (personalInfo)? *There are two correct answers*.
There are 2 correct answers.
● It is effective-dated.
● It is NOT effective-dated.
● Country-specific fields are configured as part of globalInfo.
● Country-specific fields are configured as part of personalInfo.

Question 3
Which configuration will allow a field to be duplicated for different countries? Choose the correct
answer.
● If the fields have the same attributes except for Valid Values Source.
● If the fields have the same attributes except for visibility.
● If the fields have the same attributes except for the label.
● If the field has the same attributes except for the max length.

Question 4
Which options are acceptable when setting the field visibility of XML-based objects? *There are two
correct answers*. There are 2 correct answers.
● None
● True
● Edit
● False

Question 5
Which of the following describes HRIS Synchronization? Choose the correct answer.
● A change in Performance Management Rating automatically updates the rating in
Compensation form.
● A change in employee status automatically updates the User Data table.
● A newly created field in Job Information is automatically mapped to the User Data table
● A Basic Information import with changes to the Division field automatically updates the
employee record in Employee Central.

Question 6
Which Employee Central feature allows you to customize the information collected for different hire
scenarios? Choose the correct answer.
● Manage Pending Hire
● Configurable hire template
● Hire/Rehire Configuration
● Hire Validation Check

Question 7
Which hris-elements can you use in the Mass Changes tool? *There are two correct answers*. There
are 2 correct answers.
● Job Relationship
● Job Information
● Employment Details
● Compensation Information

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Question 8
What configuration can be added in Manage Business Configuration that is not possible in Succession
Data Model? Choose the correct answer.
● Adding a country-specific field
● Disabling an element
● Configuring a Person Type
● Assigning a business rule

Question 9
Which action can trigger HRIS Synchronization? There are 2 correct answers.
● When future-dated record becomes effective.
● When changes are made via an employee or manager self-service.
● When fields are created in Manage Business Configuration.
● When Succession Data Model is uploaded.

Question 10
Which statement is correct about HRIS Sync? There are 2 correct answers.
● With HRIS Sync, data is copied from standard elements to HRIS fields.
● With HRIS Sync, data is copied from HRIS fields to standard elements.
● With HRIS Sync mapping, EC records are updated when talent solutions update employee
information via User Data File (Basic Import).
● With HRIS Sync mapping, EC records are not impacted by updates made via User Data File
(Basic Import).

Configuring Role-Based Permissions for self-service during

implementation
RBP for ESS

You previously learned about role-based permissions for administrators. In this lesson, you will learn how
Employee Central uses RBP to manage Employee Self-Service and Manager Self-Service. Self-Service
is built into Employee Central and is not an additional solution.

In the figure, RBP for Employee Self-Service, you can see an example of how this feature works.
Employee Self-Service allows employees to initiate and complete transactions without HR tickets. For
example, an employee can change their home phone number. RBP typically has three parts. In the figure,

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the granted population is all employees, the role is the permission to view and edit the phone number,
and the target population is themselves.

Typical employee self-service options may include:

● Update marital status or name change
● Update of home address information
● Update of dependents information
● Updated of emergency contact information

To navigate to Personal Information, click Home → My Employee File. Then, click the Public Profile drop-
down menu and choose Personal Information.

Permissions control the level of access a user has over Employee Central blocks. In the figure, Employee
Self-Service, Carla Grant can view the Personal Information section of the profile and has edit access to
her Address and Personal Information blocks.

Even if an employee has permission to change some of the information, approval could be configured as
guardrails.

ESS permission
To create and manage permission roles, choose Admin Center → Set User Permissions → Manage
Permission Roles . Click Permission to go to Permission Settings.

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In this example, we are setting the permission for users to have edit access to the Personal Information
block:
1. To ensure the user can see the section where the block is configured, set the relevant People
Profile section in the Employee Views first.
2. To see the block, select View Current or View History permission of the Personal Information
Actions.
3. To edit the information, select the Edit/Insert of the Edit Link.
4. To edit field information, select the Edit/Insert of the relevant fields.
5. Do the same for any other effective-dated blocks to which you want users to have edit access.

Avoid giving users the Edit/Insert level permission for the block actions to ensure users cannot bypass
workflows when configured. Delete and Correct level permissions are best reserved for select
administrators only.

Exercise: Customise RBP for ESS

Business Example

ACE Corp wants to customize what employees can view and edit in their Personal Information . The
table, RBP for ESS, describes the desired access level for all ACE employees.

Where do I change permissions? Can I use a role that already exists?

Steps

1. Test Employee Self-Service using the table, RBP for ESS, to identify what changes are
necessary. Proxy as Larry Ye and test what changes Larry can perform on his personal
information.

RBP for ESS

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a. Proxy as Larry Ye
b. Navigate to My Employee File → Personal Information
c. Test each permission identified in Table 1: RBP for Employee Self-Service. Does it match
the desired permission/level of access?

2. Update the permissions on the Employee Self-Services RBP role. Use the changes required from
step 1 to determine the permissions that need to be adjusted.
a. As an administrator, navigate to Manage Permission Roles
b. Select Employee Self-Service → Permission → Employee Data → National ID → View &
Edit.
c. Navigate to Employee Central Effective Dated Entities → Personal Information. Remove
the permission Edit/Insert for the First Name, Last Name, Gender and Marital Status
fields.
d. Select Done.
e. Select Save Changes. Choose Yes to confirm the changes to everyone in the company.

3. Test Employee Self-Service. Proxy as Larry Ye and verify that the ESS permissions are
configured correctly.
a. Proxy as Larry Ye
b. Navigate to My Employee File → Personal Information.

4. Test each permission again identified in the table. Does it match the desired permission/level of
access?
a. Can you edit the National ID block?
b. What can you edit under Contact Information?
c. What fields can you edit in Personal Information?

RBP for MSS

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Manager Self-Service allows a manager to initiate transactions for their direct reports. These transactions
are typically accompanied by workflows.
Typical manager self-service transactions may include:
● Update employee job information
● Update salary information
● Initiate transfers

MSS

The Actions button is the typical starting point for managers. A list of options appears here to initiate
transactions for their employees. The manager selects the kind of change that is required and fills in the
appropriate fields. In the figure, MSS, you can see examples of typical MSS options. Take Action menu is
available in the employee’s profile or quick card.

MSS permissions

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In this example, we are setting the permission for managers to initiate changes to Job Information for their
employees.
1. To ensure the manager can see the section the block is configured, set the relevant People
Profile section in the Employee Views first.
2. To see the block, select View Current or View History of the Job Information Actions.
3. To edit the information, select the Edit/Insert of the Edit Link.
4. To edit field information, select the Edit/Insert of the relevant fields.
5. Do the same for any other effective-dated blocks to which you want users to have edit access.
6. To initiate the changes using Take Action, select Edit permission for Update Employment
Records in Employee Data, see the figure, MSS permissions.

Avoid giving managers the Edit/Insert level permission for the block actions to ensure workflows cannot
be bypassed when configured. Delete, and Correct level permissions are best reserved for select
administrators only.

Exercise: Customise and use MSS

Business Example

ACE Corp would like to apply the following restrictions for their manager permission role.
● Managers must view Current | History and Edit permissions to Job Info, Comp Info and Job
Relationship (permission to fields and other blocks remain the same).
● NO MANAGERS should have access to History → Insert New Record.

Additionally, ACE would like to see an example of a transaction initiated through Manager Self-Service.

Steps

1. Update permission role for managers according to the business example.

a. Log in to your instance, proxy as Carla Grant.

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b. Navigate to Marcus Hoff's profile.

c. Verify that Carla has the History Button → Insert New Record permission for Job
Information, Job Relationships, and Comp Information.
d. Return to your administrative access.
e. Navigate to Manage Permission Roles → Manager Role → Permissions → Employee
Central Effective Dated Entities.
f. In the Job Information Actions row, deselect Edit/Insert.
g. In the Compensation Information Actions row, deselect Edit/Insert.
h. In the Job Relationships Actions row, deselect Edit/Insert.
i. Select Done. Save your changes. Log out and Log back in.
j. Proxy as Carla Grant.
k. Navigate to Marcus Hoff's profile and verify that Carla has no Insert New Record
permission for Job Information, Job Relationships, and Compensation Information.

2. Update Marcus Hoff’s Compensation Information as Marcus' manager, Carla Grant. Use the
information in the Compensation Adjustment table to update Marcus’ information.

Compensation Adjustment

a. Proxy as Carla Grant.

b. Search for Marcus Hoff → Employment Information.
c. Choose Actions → Change Job and Compensation Info.
d. Check the Compensation Information.
e. Select Today's Date for the start date.
f. Use the information Compensation Adjustment table to update Marcus’ information.
g. Ensure that the following entities are updated:
1. Range Penetration
2. Total Earning Opportunity
3. Annualized Salary
h. Select Save and verify that the Change Bonus Amount request is triggered, and choose
Confirm.

Configuring workflows during implementation

Workflow administration

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Workflows are typically configured as part of the self-service process. When an employee or manager
submits a change, a workflow is activated. Workflows are generally built in the implementation process.
The role of the administrator is to ensure the completion of workflows and to manage the workflow
participants.

In the figure, Workflow Approval Steps, you can see a sample workflow with two approvers after the
manager initiates the change, the second-level manager and an HR Dynamic Group. The HR Dynamic
Group is a pool of people where only one person needs to approve the workflow.

Workflow Configuration

Workflow is an XML-based Foundation Object. It is a Foundation Object generally categorized as Others,

and just like any other XML-based Foundation Object, workflow records are managed in Manage
Organization, Pay and Job Structures tool.

In the figure, Workflow Configuration, you can see the workflow record for an Address Change. There is
one approver, the Dynamic Group Talent Approval, and two external e-mail addresses that will be cc’d
when the process is finalized.

Types of Workflow Participants

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By default, there are three types of workflow participants:

● Approvers: An approver actively participates in the workflow. An approver is required to move the
request along by either approving or denying (which sends the request back) the request.
Approvers can also post comments to the workflow.
● Contributors: A contributor is a type of participant that can only add comments to the workflow.
They do not actively approve nor deny the request. Contributors also get notified of any progress.
● CC Role: This is a passive participant. CC Roles get notified upon the completion of the request.

Complete the interaction below to learn more about setting workflow participants.

Workflow Administration

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Dynamic roles and groups

A dynamic role is a flexible way to assign users and groups as workflow approvers based on the job
information of the subject user.

For example, you can create a dynamic role identifying Janet James as the approver for transactions
using promotion as the event reason for employees in Corporate Industries. If Carla Grant promotes

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Marcus within the Corporate Industries group and the promotion event reason is used, the system routes
the approval to Janet James.

Use Manage Organization, Pay and Job Structures in Admin Center to create Dynamic Role records.
When a dynamic group is used on a workflow, the request is sent to all group members. However, only
one of the members is expected to take action.

The groups are created using the same interface as RBP. Dynamic groups are managed using the
Manage Workflow Groups tool.

You can enable the Enforce Four-Eyes Principle On Workflow Step Approval in Platform Feature Settings
that enforces a security mechanism so that the initiator cannot be an approver for the workflows. This
applies to Dynamic Groups and Dynamic Roles.

Workflow Notification

Standard workflow e-mail templates can be found in E-Mail Notification Template Settings. Though the
standard templates can be modified, you cannot customize the notification for each workflow participant.
You'll have to use Document Generation to create a fully customized template where each participant
receives a custom notification.

Workflow e-mail templates use tags, as shown in the figure, Workflow Notification. See the Workflow
Implementation guide for a full list of the supported tags.

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Standard workflow e-mail templates are selected by default and cannot be disabled. They are available
for the following workflow actions:
● Approval
● Rejected
● Pending
● Canceled
● Skipped
● Posted
● Lock Down
● Unlock
● Contributor
● CC Role
● Approved
● Sent back

Approver Skip
The system provides a sophisticated logic to skip the same single approvers in consecutive steps of the
workflow to ensure improved processing efficiency without compromising data quality and legal
compliance.

All the successive workflow steps with the same single approver, except the last one, will be skipped
automatically. The skipped steps are displayed on the Workflow Details page. All skipped steps are
indicated in the Activity area of the page.

By taking steps out of long approval chains, the skip option improves the efficiency of processing
workflows without affecting data quality. An example is demonstrated in the following table.

Skip Logic

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Enabling the Skip option

The option to skip approvers is enabled in Company System and Logo Settings.

Workflow Participant
When employees participate in a workflow, they can view the progress using the Manage Pending
Requests tool. You can access this page by Action Search → Manage Pending Requests.

Use the interaction below to become familiar with the tool.

Approving Requests

Requests can easily be approved in the approvals card of the latest homepage. Permission to disable the
quick approval is also available.

You can have additional filtering options in the My Workflow Request tool when you enable the permission, Manage
Workflows → Professional Edition Manage Workflow Requests, in Role-Based Permissions.

Ownership of Workflows
The Assign to me workflow feature allows a user that belongs to a dynamic group to take ownership of
the request and assign the workflow to themselves. It allows a user to find out who assigned the workflow
as well as remove the assignment from themselves or other members of the dynamic group.

How to Use the Assign to Me Function?

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Before you use the assign to me function, a user must have the Manage Workflow Assignments
permission assigned to them. When the permission is set up, a user can review the pending requests. As
a user in a dynamic group (workflow group), a user can look at any workflow assigned to that dynamic
group and assign it to themselves.

A user can also filter the workflow requests in My Workflow Requests based upon the assignment.

Benefits of Assign to Me

Multiple users may process the same workflow in parallel. For example, if a workflow requires additional
alignment and communication, such as a workflow that has to go through a worker’s council hearing, and
there’s no indication that the workflow is already in progress, another user could start to process it. This
function indicates when a workflow is in progress and increases the efficiency of the team that processes
the workflow.

Exercise: Customise a new hire workflow

Business Example

ACE Corporation wants to customize the existing new hire workflow to include a Dynamic Group of HR
representatives. You will create the new dynamic group, update the workflow record, and finally validate
the changes are functional.

Steps

1. Create a Dynamic Group. Use the information in the table, Dynamic Group Requirements, to
define the group.

Dynamic Group Requirements

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a. Log in to your instance.

b. Navigate to Manage Workflow Groups.
c. Select Create New Group.
d. Use the information in the table, Customer Requirements, to define the group.
e. Select Update in the Group Membership bubble.
f. Select the new number that is populated in the Group Membership bubble.
g. Verify Alex Anderson is an employee in the Dynamic Group.
h. Select Close → Done.

2. Update the New Hire Workflow using the information in the table, Customer Requirements.
Customer Requirements

a. As an administrator, navigate to Manage Organization, Pay and Job Structure .

b. Choose Workflow Configuration → Hire (New or Rehire) (HIRE) → Take Action → Make
Correction .
c. Update the Workflow using the information in the table, Custom Requirements.
d. Select Save.

3. Test the New Hire Workflow. Hire in the employee in the table, New Hire Information.

New Hire Information

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a. As an administrator, navigate to Add New Employee .

b. Hire in the employee using the information provided in the table, New Hire Information.
Include any value for required fields in Job Information.
c. Select Submit.
d. Does your new workflow trigger properly? The workflow should follow a three-step
approval (HR, Carla Grant, Alexander Thompson).
e. Select Confirm.

4. Test your Approval Configuration. Proxy as Alex Anderson, a member of the Dynamic Group you
created.
a. Proxy as Alex Anderson.
b. On the home page, select Approve Card.
c. Locate the request for Gillian Ray → Approve

5. Return to the Administrator Account.

Future-dated alternate workflow

You can use an alternate workflow to include more approvers in a workflow process and take care of
potential conflicts caused by future-dated records.

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In the figure, Alternate Workflow, an address change would normally go to the Dynamic group, Talent
Approval. However, if a future-dated record is identified, the system will instead trigger the alternate
workflow, Data Change.

For example, Marcus Hoff has a future-dated address record effective December 15, 2099. Today, a
request to change the zip code was submitted.

In the figure, Request Submission, you can see how the approval steps differ using the alternate
workflow, Data Change, because of the future-dated record.

A business rule could be used instead of alternate workflows.

Reminders for approvers about stalled workflows

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You can specify that the current workflow approver is reminded to take action on a pending workflow after
a certain number of days. You can configure the notification in two ways:
● Set up the same number of days in all workflows.
● Set up the individual number of days for different workflow records.

To configure reminders, you create a job in provisioning with the job type Workflow Action Reminder. You
can set the Remind in Days value to the number of days for all workflows or leave the value blank to
specify the days for each workflow configuration record.

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If you are configuring the individual workflow configuration records, you must update the Corporate Data
Model to include the remind-indays hris-field in the wfconfig hris-element as follows:
<hris-field id="remind-indays" visibility="both">
<label>Remind in Days</label>
</hris-field>

When the scheduled job runs, the system gets all the pending workflows. The number of days is
determined based upon either:
● The number of days entered in the scheduled job in Provisioning.
● The number of days the Admin has entered for each workflow foundation object record if the
number of days is empty in the scheduled job.

If the workflow has been pending for that number of days, the reminder notifications are sent to the
current approver.

The reminder notification reuses the approver's original notification when a workflow is triggered, with
"Reminder:" in the e-mail subject line. There is no need to configure a specific e-mail template for
reminder notifications.

If you configure a number of days in the notification job, values entered on Workflow Configuration
Records are ignored.

Auto Escalation of workflows

It is possible to define an escalation path for a workflow. If an approver takes no action on the workflow,
the workflow becomes stalled. With auto escalation, the workflow is automatically escalated to a specified
user if the workflow is stalled for a specified number of days. The new approver can decline the
escalation, returning to the previous approver. The previous approver can also revoke the escalation, thus
bringing it back to themselves. After declining or revoking, the escalation would continue with the next
escalation step after the defined number of days.

An escalation path must be created within the Manage Data tool, then attached to the workflow
configuration record.

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Configuration of Workflow Escalation

Steps to configure the escalation:

1. You must first add the escalation to the Foundation Object in the Corporate Data Model. Include
this xml tag in the corporate data model under <hris-element="wfConfig"> :

<hris-field id="escalation" visibility="both" required="false" pii="false">

<label>Escalation</label>
</hris-field>

2. Create the escalation path in Manage Data.

3. Assign the required workflows to the escalation records.
4. Create a job in provisioning to run the Workflow Auto Escalation Job Type.

Escalation will not happen if you have enabled the auto-approval feature.

Auto approval of workflows

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Normally, a workflow is prevented from proceeding to the next step if the current step's approver does not
take action. As a result, all subsequent approvers must wait until the workflow reaches their assigned
step. It is possible to create a recurring job for automatic approval of stalled workflows, to make the
system automatically check and approve workflow steps that have not been processed within a specified
timeframe. To prevent workflows from stalling at a certain approval step, you can specify whether a
workflow step is to be automatically approved when the approvers haven't responded within a certain
number of days.

Configuration of Auto Approval of Workflows

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To use the auto-approval, you must include this XML tag in the corporate data model under <hris-
element="wfStepApprover">.

<hris-field id="autoApproveInDays" visibility="both">

<label> Days until Auto Approval </label>
</hris-field>

The second step is to create a recurring job that automatically checks and approves steps of stalled
workflows. In Provisioning, go to Managing Job Scheduler > Manage Scheduled Jobs and start creating a
new job. As the job type, select Workflow Auto Approva and complete the job fields.

We recommend running this job daily, defining an active period for the recurring job, or entering an infinite
future date.

The third step to enable this feature is to define the "Days Until Auto Approval" in your workflow
configuration record approval step by entering a number in the field. This number specifies how many
days elapse before this recurring job prompts the system to auto-approve a non-responsive step. As a
result of this configuration, when a workflow step has not been responded to within the predefined
timeframe, the system automatically approves it. It allows the workflow to proceed to the subsequent
steps.

Additional Resources

https://saplearninghub.plateau.com/icontent_e/CUSTOM_eu/sap/self-managed/elearning3/
THR81_EN_Col2211_v1/json/a_3ba4b1b09d63b6a9284e58305_5/a_8503f14804fb_0_1671438730430/
assets/EventandEventReasonAdministration3_Scr.png

https://saplearninghub.plateau.com/icontent_e/CUSTOM_eu/sap/self-managed/elearning3/
THR81_EN_Col2211_v1/json/a_3ba4b1b09d63b6a9284e58305_5/a_8503f14804fb_0_1671438730430/
assets/EventandEventReasonAdministration3_Scr.png

For more comprehensive information on workflows, go to the Workflows Implementation Guide in the SAP
Help Portal.

Setting up alert notifications

Alert overview
Alerts allow users to be notified of upcoming system events that may require their attention.
Alerts are supported in the following entities:
● Employee Central Data
○ Compensation Information
○ Employment Information
○ Job Information
○ Pay Component Recurring
○ Pay Component Non-Recurring
○ Work Permit
○ Global Assignment
● MDF Data

For example, you want users to be notified when their work visa is about to expire.

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Depending on your configuration, employees can access the alerts from the system or receive the alert
through e-mail notification.

The three critical elements of an alert are as follows:

● Alert Message
● Alert Recipient
● Alert Rule

Alert Configuration
The Alert Message object is predelivered in the system. The message field (alertDescription) is set to 255
characters by default. Update the length up to 4,000 characters to support your message.

Available Tags

The tags are used as placeholders in the alert messages. Here are the available tags that can be used:
● [[SUBJECT_USER]]
● [[EVENT_REASON]] – used for EC data
● [[EFFECTIVE_DATE]]
● [[OBJECT_TYPE]] – used for MDF (person and object-based) data
● [[OBJECT_NAME]] – used for MDF (object-based) data

When configuring your alert message, you can also use [[VIEW_BLOCK_ON_PROFILE]] to generate a
deep link that takes users to a specific block page of People Profile. The tag will be rendered as a deep
link in e-mail notifications. The deep link will only work on Employee Central alert-supported entities.

Alert Recipient

Alert recipients are defined in workflow records. Recipients configured as workflow approvers receive
alert notifications in the system, while those configured in the CC roles only receive the alert through e-
mail notifications. Workflow contributors are not used for alerts.

Alert Rule

Generate Alerts is the Employee Central Core rule scenario to create rules that generate alerts for
Employee Central data, for example, alerts for job information changes.

The general steps are as follows:

1. Define the IF Statement to correspond to your required condition.
2. Define the THEN Statement that will identify the following actions:
● Alert.Workflow Information assigns the specific alert recipient workflow to your rule.
● Alert.effective date defines when the alerts will be sent.
● Alert.Alert Message assigns the alert message created in Manage Data.

Rules are assigned as save Alert at the element level of the EC alert-supported entity.

For MDF data, the steps are the same. The main difference is using Alert Purpose in Rules for MDF
Objects scenario and assigning the rule as Post Save Rules.

Schedule a Recurring Provisioning Job

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Create a recurring job in the Provisioning to check which records are valid for alerts and send alerts
accordingly. The job creates alerts according to the IF conditions and sends the alerts determined by the
effective date or the alert due date in the THEN statement of the rule.

Manage Alert and Notification Tool

You can manage your pending Employee Central Alerts and To-Dos using the Manage Alerts and
Notifications Dashboard. As an administrator, you can use the dashboard to filter, view, and delete
pending Employee Central Alerts and To-Dos. The advanced filter allows you to manage alerts and To-
Dos based on specific criteria.

Creating event reasons during implementation

Event and event reasons administrator
Events are job occurrences that span over the employee lifecycle. Employee Central delivers a standard
exhaustive Events picklist. You cannot add a custom Event. You can, however, deactivate or relabel the
Event picklist values.

Employee Central also lets customers differentiate the reasons behind an event using the Event Reason
foundation object. For example, a promotion may be a lateral promotion with no pay change or a vertical
move with a salary increase.

Use the interaction below for examples of event reasons for an event.

Event and Event Reasons allow customers to do the following:

1. Keep a clear report about what changes were made.
2. Comply with the legal or corporate policy regarding employee changes.

Employee Central is built to require an Event and Event Reason for every job and compensation change.
Hence, initiating Job and Compensation Information transactions always requires an Event and an Event
Reason.

Event Reason

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Event reason is an XML-based Foundation Object; therefore, the records are managed through the
Manage Organization, Pay and Job Structures interface. In the figure, Event Reasons, you can see an
example of an event reason for ACE, Corp.

Event Reasons are tethered to Events and define the employee status.

Event reason derivation

You learned that Event and Event Reasons are mandatory for employment-related transactions. When
managers initiate a transaction, they need to manually choose the appropriate event and event reason,
making it error-prone and the resulting reports unreliable.

To streamline this process, Event Reason Derivation (ERD) can be set up for customers so that the
system automatically selects the appropriate event reason according to the changes made to an
employee's data. The employee status is updated, if necessary, depending on the event reason.
Appropriate event reasons are determined using business rules. ERD requires a lot of initial setups since
each possible data change in Job Information and Comp Information must be anticipated and tied to a

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specific event reason. For example, the system must differentiate between employee transfers,
promotions, location changes, pay changes, position changes, etc.

Customers who want ERD set up for their system should first determine the event reasons they need to
cover for all types of changes in the system, then the field changes associated with each event reason. If
a rule does not set the event reason, the system issues an error, and the initiator cannot resolve the error.
In the case of Hire, Rehire, and Termination events, event reasons are manually selected. You cannot
create a derivation rule to assign event reasons for such events automatically.

If a customer chooses not to use ERD, the Event and Event Reason will always be chosen by the user
initiating the transaction.

Business rules can trigger a workflow tied to the event reason to ensure the transaction goes through the
appropriate approval process before it is active.

Bypassing Event Reason Derivation

Even with Event Reason Derivation turned on, those given the RBP rights to Insert New Record from the
history of jobInfo and compInfo blocks can bypass this process. If you do not go through the Take Action
button available on employee files, you will manually choose the event and related event reason for the
change you are making. When you update the necessary fields and choose Save, the change is
automatically stored, and no workflow is triggered.

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This is referred to as an HR Edit, and this capability should only be given to a more administrative
audience.

To review, if ERD is turned on and the individual performing the change navigates through Take Action or
uses the Pencil icon (edit) on the block, then the system chooses the correct event and event reason (and
triggers a workflow if one is configured for that particular change). If the individual navigates through
History → Insert New Record, they must manually choose the event and event reason, and no workflow is
ever triggered.

Event Reason Derivation on Imports

To have the event reason derived during imports, you must enable the Enable Business Rules for
selected entities’ permission for imports.

If a value is entered in the event reason column of the import template, it takes precedence over the
Employee Reason Derivation by the onSave rule. If the column is empty, the event reason is derived by
the onSave business rule.

Country-specific event reasons

Customers operating in multiple countries/regions often have event reasons specific to that
country/region. As the employee is always clearly assigned to one legal entity and one specific
country/region, you can set up the system to show only the relevant event reason records for that
employee.

When it is set up, administrators and managers can use the records on all screens with an event reason
field [Employment/Personal Information page; Update Employee Records page; History pages (for
example, Job History); Add New Employee page, and so on].

This feature is helpful for the following reasons:

● Large customers operating in multiple countries/regions that have several legal entities in one
country
● Customers that have a high number of country/region-specific event reasons

High-Level Configuration Steps

1. Modify Country/Region object to include a composite association with Event Reason Wrapper.
2. In Manage Data, add to include event reasons applicable for each country. You can also import
using Import and Export Data tool.

Exercise: Create a job change event reason and workflow

Steps

1. Create a Job Change Event Reason. Use the table to define the event reason.

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a. Log into your instance. If you were already logged in, log off and log in again.
b. Navigate to Manage Organization, Pay and Job Structures.
c. Select Create New → Event Reason
d. Use the table to define the event reason and choose Save.

2. Create a Job Change Workflow. Use the table to define the workflow.

a. Navigate to Manage Organization, Pay and Job Structures.

b. Select Create New → Workflow.
c. Use the table to define the workflow and select Save.

Assessment
Question 1
How do you enable the Take Actions menu for managers to initiate changes to employment records?
Choose the correct answer.
● Insert permission for the employment block
● View history for the employment block
● Edit permission for HR Action – Update Employment Record
● Edit permission for all employee data fields

Question 2
What minimal permissions are necessary to allow users to update their Personal Information block?
There are 4 correct answers.

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● Edit/Insert permission for the Personal Information Actions

● View permission in Employee Views for Personal Information
● Correct/Delete permission for the Personal Information Actions
● Edit/insert for the Edit link
● Edit/Insert permission for the relevant Personal Information fields
● View Current permission for Personal Information Actions

Question 3
Which describes delegation in workflows? Choose the correct answer.
● When enabled, all workflows must be delegated
● To be enabled, a delegate is required to be identified for each workflow
● When enabled, approvers can choose their own delegates
● To be enabled, all named delegates must approve the delegation

Question 4
How do you configure alert recipients in workflow? There are 2 correct answers.
● Use approvers for alert recipients to receive e-mail and system notifications
● Use contributors alert recipients receive e-mail and system notification
● Use CC roles for recipients to receive e-mail notifications
● Use approvers for alert recipients to receive system notification

Question 5
Which fields are, by default, mandatory for all event reasons? There are 3 correct answers.
● Event ID
● Event Description
● Status
● Employee Status
● Event

Question 6
Determine which statement is true when approval is routed to a dynamic group. Choose the correct
answer.
● All members of the group must approve the request
● A member must assign the workflow to herself before she can approve it
● When the initiator is part of the dynamic group, the approval step is skipped automatically.
● Only one member is required to approve the request

Creating business rules for Employee Central transactions

during implementation
Business rule overview
Business rules are used to add application logic to the system. Business rules can be applied to any
application of SAP SuccessFactors. In this unit, we will only cover the rules for Employee Central Data.

Process Overview of Configuring Business Rules

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Configuring business rules is a two-step process that consists of creating and assigning the business rule.

The general steps are as follows:

1. Business Rule Creation
a. Define the IF statement – The IF statement in the rule refers to what conditions must be
met for the system to react.
b. Define the THEN statement – The THEN statement in the rule refers to the action the
system will take once the conditions are met.
2. Assignment of Rule
a. To determine how rules must be assigned, first, determine what user action must trigger
the rule. Is it when the user is saving the data, when they are opening the page, or when
changing a field?
b. Depending on the trigger, the rule can be assigned at the field or object levels.

The Rule Logic

Most business rules are comprised of IF and THEN statements.

IF Logic

IF statements are the conditions in the rule that must be validated. The IF logic uses "and"/"or"
statements to determine when the THEN logic should be executed. The following list provides examples
of when IF logic is used:
● If a particular option is chosen from a picklist
● If specific text or numbers are entered into a field (or if they are greater than or less than the
values stated)
● If a field value has changed

Some rules are created without an IF statement, also known as, Always True, which means there are no
conditions for the system to check. Once the rule is triggered, the system will always react the way it was
configured in the THEN statement.

Else If statements allow you to combine several conditions in the same rule.

THEN Logic

The THEN statement determines the system action once the condition is met. Depending on the use
case, these are the actions the system can execute with Then logic:
● SET: This automatically propagates information based on existing information or a specific value
chosen.
● Raise message: This brings a pop-up box up on the screen that provides additional information to
the user filling in the information or an error message that something was done incorrectly.
● Create: This creates a child object. Examples include adding a new pay component to an
employee or creating another child object attached to the parent object.
● Delete: Delete data from the database when a rule is triggered. For example, you can remove a
pay component when the employee moves away from London.
● Execute: Carry out specified action when the rule is triggered.
● Add to: Add items to a collection when a rule is triggered. For example, you can create a single
rule to assign multiple learning courses to new hires.

ELSE statements can also be added. These actions occur when THEN statements are not applicable
because the IF condition is NOT true.

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Employee Central standard and model base objects

The base object defines what you can configure in the rule. Unlike MDF objects, Employee Central
objects have standard and model base objects. The model base object is required under certain
circumstances.

For example, to set field properties, you must choose a Model base object. The base object also defines
what event types you can use when you assign the rule to the Employee Central object in the data model.
For example, you cannot use onView events for changes done on the Add New Employee screen.

For Model base objects, you can set the following properties:

Rule events and scenarios

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Rule scenarios for Employee Central Core

There are many use cases why business rules are created for Employee Central Data, such as to
automate workflow, event reason, data propagation, etc.

SAP SuccessFactors has provided the rule scenarios for each solution's most common use cases,
including Employee Central. Here are the rule scenarios for Employee Central Core:

EC Core Rule Scenarios

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Only use the basic scenario when no other application-specific scenario fits. You can change existing
rules from basic to application-specific or application-specific to another application-specific scenario.

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Migrating Basic to Application-Specific Scenario

Many rules created before the availability of application-specific scenarios use the Basic scenario. These
legacy rules can be migrated to application-specific either one at a time or by mass change.
● To change the rules individually, go to Configure Business Rules to choose the rule and select
Change Scenario this will open the wizard that will guide you through the process.
● For mass changes, go to Check Tool → Migration tab → Business Rules Application. Run the
check and follow the migration steps.

Warning messages may appear on the business rule admin page to encourage users to migrate their
rules from basic to the application-specific scenario.

Event reason derivation rule

Event Reason Derivation Rule aims to automate the selection of Event Reasons for Job and
Compensation Information transactions compared to manual selection when derivation is not set up.
Since the employee status depends on the event reason, it’s crucial to have an accurate event reason.

Setup an Event Reason Derivation Rule

1. Create a new business rule.

2. Choose the Employee Central Core → Event Reason Derivation scenario.
3. Assign a Rule Name and ID for the rule. The rule ID should not have any spaces, or it will not
trigger correctly.
4. Select the base object. The base object is limited to Job Information Model and Compensation
Information Model.
5. Set the first IF to check if the event reason value is null before setting it through the business rule.
You can do this by setting the first IF statement NOT EQUAL to Null and the THEN statement
blank, as in figure, Check for Null. This ensures that cases, where the event reason has already
been supplied will not be overwritten.

6. Configure the rest of the rules. Add additional ELSE IF to check for conditions of the change
made in the block. Then use the THEN statement to assign the appropriate Event Reason Value.
Include as many ELSE IF … THEN constructs to handle all the possible change scenarios for the
block. An example is provided in the figure ERD rule.
7. Repeat the steps to create additional event reason derivation rules as necessary. See the ERD
rule recommendations.

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8. Configure a final rule OR the ELSE statement to assign an event reason if no conditions are
matched, also known as a catch-all. If a rule does not set the event reason, the system issues an
error, and the initiator cannot bypass the error to make the necessary change.

Only a single event reason can be assigned to a transaction.

Example: Event Reason Derivation Rule

Here, you see a sample ERD rule created for ACE whenever there is a change in Standard Weekly
Hours. As mentioned previously, we want to ensure the first IF statement validates the event reason to be
null before setting it through the business rule.

The succeeding IF statement validates if there is a change in the Standard Weekly Hours value. You can
use any of the comparative operands shown in the image to build the conditions for this rule.

The THEN statement is where you set the event reason value when the condition is met for this
transaction.

Assigning ERD
For the rule to take effect, it needs to be attached to the appropriate HRIS Element, in this case, Job
Information.

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Because the Job Information Model was used as the base object when the rule was created, we must
also select the Job Information Model as the base object when assigning the rule to the Job Information
element.

The rule event for an ERD scenario must be onSave to work properly.

Event reason derivation rule best practice

SuccessFactors recommends several best practices when working with Event Reason Derivation rules.
● Check for Event Reason Not Equal to Null - Each ERD rule should have the first condition: IF the
Event Reason is not equal to Null, THEN do not process the rule any further. This avoids
overwriting the event reason accidentally.
● Grouping Event Reason Derivation Logic within a Single Rule - Event Reason derivation logic
typically spans a series of logical decisions/conditions that we recommend combined into a single
rule for better system performance and overall user experience. In general, fewer onSave rules
lead to better performance.
As a general leading practice, event reasons should be designed to be logically simpler by being
fewer in number. This is due to being more generic instead of granular and specific.
Cases where the requirements are more complex and therefore require more event reasons or
where changes are frequent, and hence maintainability becomes important, may justify splitting
the logic across multiple rules to support easier maintenance. This design may come at some
performance cost.
● Use a Catch-All Rule or a Catch-All Event Reason - If a rule does not set the event reason, you
will get the following error message: "Unable to determine the event reason for the proposed
changes" when using MSS. This message is a configuration issue, meaning it was not possible to
set the event reason based on the clauses configured for the event derivation rule(s).
To handle all unspecified scenarios, use a Catch-All Event Reason. This ensures that all
transactions are submitted with an Event Reason. You can accomplish this by either of these
options:
○ Including the Event Reason as the ELSE statement of the final ERD rule.
○ Creating a separate rule to perform the catch-all. It would be triggered as the last ERD
rule.

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Workflow derivation rule

Much like an event reason derivation rule, workflow derivation rules allow you to define specific conditions
that trigger a workflow. For example, when the employee's salary is increased, a particular workflow is
started to approve the salary increase.

Workflow derivation can also work alongside the event reason derivation rule. Using the same example
as above, when the employee salary is increased, and the system identifies the event reason as a
promotion with pay change, the workflow derivation rule can be configured to assign the appropriate
approval process based on this event reason.

Without a workflow derivation rule or if the rule is not assigned, the system saves the data directly without
approval.

Setting Up Workflow Derivation Rule

1. Ensure the Provisioning setting Enable Business Rules for Workflow Derivation is activated.
2. Create a new business rule.
3. Choose the Employee Central Core → Trigger Workflows scenario.
4. Select the relevant Base (Standard or Model) object
Workflow is supported in the following HRIS Elements:
● National ID Card
● Home Address
● Personal Information
● Global Information
● Personal Relationship Info
● Work Permit Information
● Job Information
● Job Relationship Information
● Employment Information
● Compensation Information
● Pay Component Recurring
● Pay Component Non-Recurring
● Foundation Objects
5. Set the IF and ELSE IFs to check the conditions that should trigger a workflow. If the workflow to
be triggered is based upon an event reason value, the condition would be like IF Event
Reason.Value = Promotion with Pay Change.
6. Set the THEN statements to set the wfConfig value. wfConfig is the field that stores the workflow
record to be triggered with the transaction.

Example: Workflow Derivation Rule

Here, you can see a sample rule that derives the Promotion with Pay Change workflow when the event
reason is Promotion-Pay Change.

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When the workflow derivation rule uses the event reason in the condition, the rule must be assigned after
the event reason derivation rules in Job or Compensation Information element.

Only a single workflow can be assigned to a transaction.

Rule order with derivation rules

When utilizing workflow derivation (WF) rules that have conditions based upon the event reason, you
must order the rules properly.

The ERD rules must run before the workflow derivation rules. Otherwise, no workflows will be triggered. In
the scenario where the configuration on Job Information uses a single ERD rule, a single WF rule, and a
catch-all, the appropriate order is:
1. ERD
2. Catch all
3. WF

This ensures the event reason field already has a value when the workflow derivation rule runs.

Exercise: Create an event reason and workflow derivation rule

Steps

1. Turn on Business Rules for Workflow Derivation in Provisioning.

a. Log in to Provisioning.
b. Navigate to Company Settings.
c. Activate the setting, Enable Business Rules for Workflow Derivation.
d. Select Save Feature, and enter the company ID to confirm the changes.

2. Create a Job Change Event and a Workflow derivation rule. Use the table, event reason rule and
workflow rule, respectively. A screenshot of the rules is included for guidance.

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Event Reason Rule

Workflow Rule

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a. Navigate to Configure Business Rules.

b. In Business Rules Admin, select + sign to add a new rule.
c. Select Employee Central Core → Event Reason Derivation scenario. Fill in the
information based on the table, Event Reason Rule and choose Continue.
d. Set the first If Then construct for not overwriting an event reason value if it
already exists.

e. Make note of the ID for your ERD rule (ERD_JOBINFO).

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f. Select Create New Rule.

g. Select Employee Central Core → Trigger Workflows scenario. Fill in the information
based on the table, Event Reason Rule and choose Continue.
h. Use the If/Then statements such that IF the event reason is Standard Hours changed to
trigger the Job Change workflow (see Image).
i. Make note of the ID (WF_JOBINFO)

3. Add the Rule to trigger onSave in the jobInfo block. Add the trigger using Manage Business
Configuration.
a. Navigate to Manage Business Configuration.
b. Choose jobInfo.
c. Scroll down to the Trigger Rules section.
d. Add the rule ERD_JOBINFO to the list as an onSave rule.
NOTE: You will have to choose the base object first.
e. Add the rule WF_JOBINFO to the list as an onSave rule.
NOTE: You will have to choose the base object first.

There is an existing onSave rule in jobInfo. The order of the rules matter. Arrange the rules as follows
(you can use the up/down arrow to rearrange the order):
1. ERD_JOBINFO
2. Existing rule (migrated ERD rule)
3. WF_JOBINFO

Adjust the rule order according to the note using the up/down arrows on the right.

f. Select Save. You might get a large Confirmation popup message. Select Yes.

4. Test your new Workflow and Event Reason derivation rules.

a. Navigate to Marcus Hoff Employee Information → Take Action → Change Job and
Compensation Information . Choose Job Information.
b. Select today's date for the effective date.
c. Change the value of the Standard Weekly Hours field and select Save.
d. Check if the event reason and workflow steps are visible in the request screen.

Result

Do these match the desired result? The event reason will appear in the statement Submitting XXXXX
request for Marcus Hoff. The Workflow Job Change has the following approvers:
I. Manager Manager (Target)
II. Employee HR (Target)

For Marcus Hoff, this will be Alexander Thompson and Nancy Nash.

e. Select Cancel → Cancel . Don’t save to return to Marcus’ Employee File.

Exercise: Create a hire/rehire rule

Task 1: Create the Hire/Rehire Rule
Steps

1. Create the rule using the information provided in the following tables:

National ID Rule

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THEN Statement

a. Go to Configure Business Rules.

b. Select Create New Rule (+).
c. Expand Employee Central Core Scenarios and select Rules for Hire/Rehire.
d. Create the rule using the table, National ID Rule.
e. For the condition, set the IF statement to Always True.
f. For the action, follow the table, THEN Statement.

The order of the expressions in the rule does matter. It should be Country, then Is Primary, then Card
type. The values are also case-sensitive.

g. Enter each SET as separate expressions.

h. Delete extra entry lines from the collection filter.

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i. Save.

Task 2: Associate the New Rule to the HRIS Field or Element

Having created the rule, you will now associate the new rule with the HRIS field or element.

Steps

1. Associate the new rule to the HRIS field or element.

a. Navigate to Manage Business Configuration.
b. In the HRIS Elements, select nationalIdCard.
c. In the Trigger rules, select the following triggers: Employee Information onInit USA
National ID.
d. Save the change. Accept the changes to the Data Model by BCUI by choosing Yes.

Task 3: Test the Rule

Having created the configurable rule and associated it with the HRIS element, and you will now need to
test the rule.

Steps

1. Test your rule.

a. In your instance, go to Add New Employee and enter the following details:

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b. In the National ID Information screen area, verify that "United States" appears in the
Country field and "Social Security Number" appears in the National Id Card Type field, as
default.
c. Select Cancel.

Propagation rules overview

Employee data often relies on the foundation object records created in the system. For example, when
adding job information for a user, you'll need to enter a location, timezone, and other information. To
make data entry more efficient and accurate, you can create a default value for the timezone field based
on the location record.

In the figure, Propagate Timezone, you can see the employee works in ACE_USA and is located in San
Mateo. If we are to change the user's location, we don't need to update the timezone field manually; we
can create a propagation rule that will copy the timezone data in the location record.

You can define propagation rules to have the system automatically copy the data from one field to
another. This way, you can have the same data in several places of the system while maintaining the data
in a single field. Here are some examples of typical use cases:
● Update Job Codes in Employee Central
Whenever the jobcode is changed in Employee Central, THEN … retrieve all the job-code-related
data from the job-related foundation objects to update the data in the Employee Central.
● Propagate FLSA Status
IF… the country is USA, AND the job classification is changed THEN… propagate the FLSA
status to Job Info.
● Propagate Standard Hours
IF… the legal entity is changed in Job Info THEN… propagate the standard hour to Job Info.

Creation of a propagation rule

Setting up Propagation Rules
1. Create a new Business Rule.
2. Choose the Trigger Changes to HRIS Elements scenario.
3. Choose the appropriate base object or subject for the rule.
4. Create the Rule logic.
5. Assign the rule. Propagation rules can be assigned at the object or field levels (onChange).

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In a sample configuration for ACE, a propagation rule is created so that the Timezone field in Job
Information matches the location's timezone whenever the Location field is changed.

In the figure, IF Statement, you can see that the IF statement is set to Always True, which means there
are no conditions to be met. Therefore, the system will always update the user’s timezone to the
location's timezone when the rule is triggered.

In the figure, Assign the Rule, we see that the propagation rule is assigned at the field level, specifically to
the Location field of the Job Information element.

With the onChange event type, we are assured the rule is triggered whenever the location value is
changed.

Exercise: Create a propagation rule

Business Example

ACE Corp wants to use a business rule to propagate fields in Job Information. When updating Job
Information, the Employee Class and Pay Grade must be auto-populated from the Job Classification
record selected.

Steps

1. Test the existing setup for Job Information. Update Wilma Sown's Job Classification to Senior
Director, Sales and verify the pay grade does NOT change. Do NOT save your change.
a. Log in to your instance.
b. Navigate to Wilma Sown → Actions → Change Job and Compensation Info .
c. Select Job Information and set the effective date to Today.
d. Change Job Classification → Senior Director, Sales (SALES-SR_DIR).
e. Verify that the pay grade does NOT change.
f. Cancel your changes.

2. Create a Propagate Job Classification to Job Info Business Rule that copies the values of the Job
Classification’s Employee Class and Pay Grade fields to the Job Information’s Employee Class
and Pay Grade fields. Use the table and the image to create the rule:

Rule Parameters

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a. Go to Configure Business Rules.

b. Select + to add a new rule.
c. Select Trigger Changes to HRIS Elements rule scenario.
d. Complete the rule properties on the right side of the page according to the table and
choose Continue.
e. Complete the IF and THEN statements of the rule according to the Image.
f. Choose Save

3. Set a trigger on the Job Information Block to run the rule from step 2 when the field Job Code
changes.
a. Navigate to Manage Business Configuration.
b. Under HRIS Elements, choose jobInfo.
c. Locate the job-code field.
d. Select Details.
e. Go to the Trigger Rules section. Set the Base Object to Job Information Model . Set the
event type to onChange.
f. Select the rule Propagate Job Classification to Job Info.
g. Select Done and Save.
h. If required, choose Yes if a confirmation box appears for required adjustments to the data
model.

4. Test your propagation rule.

a. Log in to your instance.
b. Navigate to Wilma Sown → Actions → Change Job and Compensation Info .
c. Select Job Information and set the effective date to Today.
d. Change Job Classification to Senior Director, Sales (SALES-SR_DIR) .
e. Verify that the pay grade DOES change.
f. Cancel your changes.

Cross-entity rules overview

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Cross-entity rules can set values for fields in a different entity. Currently, it is supported only for these
specific employment-related entities:
● Job Information
● Job Relationship Information
● Compensation Information
● Recurring Pay Component
● Non-Recurring Pay Component
● Employment Information

The source/target direction is very important. The source element must be the base object of the rule.

The common use cases for cross-entity rules are:

● Changes to Job Information (for example, company, location, and/or employee class) that then
update Compensation Information
● Changes to Job Information that then update Job Relationships
● Changes to Job Information (for example, pay scale level, FTE) that then change (create, update,
delete) Recurring Pay Components
● Changes to Compensation Information (custom field with annual salary) to update amounts in a
Recurring Pay Component

The History UI and Imports only support onSave rules for cross-entity rules. Generally, onChange rules
work when both entities are displayed on the UI, for example, in Manager Self-Service UIs.

You can have a maximum of 5 cross-entity rule scenarios for an HRIS entity.

For the additional details on Cross-Entity Rules go to the Implementing Employee Central Core guide in
the Help Portal.

Exercise: Create a cross-entity rule

Business Example

ACE Corporation wants to leverage the auto-population function of Employee Central by adding an HR
Manager to the Employee based on the Business Unit selected.

In this example, you will configure individuals assigned to the Corporate Industries Business Unit in the
Ace USA legal entity to have Nancy Nash as their HR Manager.

Steps

1. Create a Cross Entity rule that creates an HR Manager Job Relationship entry for Nancy Nash
when the Employees are assigned to the Legal Entity (Company) Ace USA and Business Unit
Corporate Industries in their Employee File. Use the table and image to create the rule:

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a. Go to Configure Business Rules.

b. Select + to add a new rule.
c. Select Employee Central Core → Cross-Entity Rules rule scenario.
d. Complete the rule properties on the right side of the page according to the table and
choose Continue.
e. Complete the IF and THEN statements of the rule according to the image.
f. Choose Save.

2. Set a trigger on the Job Information Block to run the rule onSave.
a. Navigate to Manage Business Configuration.
b. Under HRIS Elements, choose jobInfo.
c. Under Trigger Rules, set the last trigger Base Object to Job Information Model.
d. Under Trigger Rules, set the event type to onSave.
e. Under Trigger Rules, select the rule Assign Corporate Industries HR Manager.
f. Select Save.
g. If required, choose Yes if a confirmation box appears for required adjustments to the data
model.

3. Test your rule.

a. Log in to your instance.
b. Navigate to Susan Shue → Job relationships .
c. Verify that no Job Relationship Entries exist.
d. Choose Actions → Change Job and Compensation Info .
e. Select Job Information and set the effective date to Today.
f. Change Department to Sales. Note the Legal Entity and Business Unit match the IF
criteria in the rule.
g. Save the changes.
h. Refresh the Employee File Page.
i. Verify that a new entry appears for Nancy Nash in Job Relationships.

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Addition of context to Business Rule

Business Rule Context
Rule Context narrows down the situations where the business rules are applied. For example, you’d like
to avoid triggering a workflow derivation rule on mass changes, as it may launch as many workflows as
the number of employees subject to the mass change.

Rule Context can be applied to onSave and onChange rules only.

Set the value to NO if you do not want the rule triggered for that purpose. By default, the rule context is
set to Yes for all situations.

These contexts are currently only for HRIS elements, not MDF objects. The contexts are also only for
onSave and onChange rules.

Below are some of the recommendations for when rule contexts are useful.

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Assessment
Question 1
Which is true about IF statements in business rules? There are 2 correct answers.
● IF statements are always required in every business rule
● When the IF statement is met the business rule is triggered
● You can have multiple IF logics in a rule
● IF logic supports AND/OR operations

Question 2
Event Reason Derivation Rules are limited to which hris-elements? There are 2 correct answers.
● Compensation Information
● Job Relationships
● Employment Details
● Job Information

Question 3
Which rule event is primarily used for hire/rehire rules? Choose the correct answer.
● onView
● onSave
● onChange
● onInit

Question 4
Rule contexts are supported in which rule event? There are 2 correct answers.
● onView
● onSave

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● onChange
● onInit

Question 5
Which entities are supported for Cross-Entity rules? There are 2 correct answers.
● Job Relationship
● Personal Information
● Address Information
● Employment Details

Question 6
When do you use propagation rules? Choose the correct answer.
● Use a propagation rule to auto-populate an employee record based on underlying foundation
record
● Use propagation rule to validate if the value entered in a field is correct
● Use propagation rule to limit the values displayed for a picklist
● Use propagation rule to auto-populate the event reason value in Add New Employee

Configuring internal job history during implementation

Internal job history
Internal Job History Block
As you learned in the previous lessons, access to Job Information history, where you can insert a new
record, edit, and delete records without launching a workflow, is typically given to HR and admin
personnel. However, you may need to display selected information to a larger audience.

The internal job history block can be configured in the People Profile to view a filtered version of an
employee's job history at the company. This is a display-only block, showing selected events and fields.
In the figure, Internal Job History Block, you can see a sample configuration made for ACE, where the
managers have visibility to the historical promotions of Marcus Hoff sans any other historical job-related
events. This was created using the Promotion event reason as the filtering rule to display just the
promotion-related events. People Profile is configured to only display the Job Title, Pay Grade, Business
Unit, Employee Class, and Division fields.

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High-level Configuration Steps

1. Create a rule using Internal Job History scenario.
a. In the IF statement, select the event reason(s) you want to use as a filter.
b. You cannot configure a THEN statement.
2. Configure People Profile to display the Internal Job History.
a. Go to Configure People Profile.
b. Search for the Internal Job History Block and drag it to a section.
c. Configure the block with the fields you want to display in the block.
d. Configure the block with the Rule that you have created.
3. Save your changes.

Setting up currency exchange rates during implementation

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The Currency Exchange Rate configuration of Employee Central uses an effective dated MDF Object and
can be configured using the Configure Object Definitions tool. All currency exchange rates can be
managed through Manage Data. They can also be mass imported into the system using the Import and
Export Data tool. Any picklists used for this object must be maintained in the Picklist Center tool.

A picklist with the code of CurrencyExchangeRateType with the picklist-value of DEFAULT must exist in
the instance. Only exchange rates with the rate type value of DEFAULT are used in Employee Central
currency conversion.

If you are working with a new customer, check whether there is already an existing picklist ID of
CurrencyExchangeRateType and a picklist value of DEFAULT. If it is not available, create the picklist and
the default value. However, if you are working with an existing customer, the picklist will have been
created automatically during the migration.

High-Level Configuration Steps

1. Go to Picklist and search for CurrencyExchangeRateType.
2. Create new if the picklist does not exist.
3. Create DEFAULT as picklist value.
4. Create a new currency exchange rate record in Manage data or upload it using Import and Export
Data Tool. Ensure they have the field Rate Type set to DEFAULT.

Assessment
Question 1
When do you use Internal Job History? Choose the correct answer.
● You use the Internal Job History to initiate changes without triggering a workflow
● You use the Internal Job History to display selected historical changes to Job Information
● You use the Internal Job History to correct historical changes to Job Info
● You use the Internal Job History to display all employee-related data changes

Question 2
What picklist must exist before creating a currency exchange rate? Choose the correct answer.
● CurrencyExchangeRate
● CurrencyExchangeDefault
● CurrencyExchangeRateType
● CurrencyExchangeRateDefault

Practice Exam A
1. You want to configure a business rule that will automatically propagate Job Title from Job
Classification when a new employee is hired. What object will you choose?
a. Job Title
b. Job Classification
c. Job Info
d. Employment Info
2. During initial testing in an implementation, you need to create 8 Cost Centre Foundation Objects.
What tools can you use to create them? There are three answers.
a. Import and Export Data

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b. Manage Organisation, Pay and Job Structures

c. Manage Data
d. Configure Object Definitions
e. Configure Foundation Objects
3. Your customer has legal entities that share locations. What type of association do you configure
between the FOs?
a. A one to many association from the Location FO to the Legal Entity FO
b. A one to one association from the Location FO to the Legal Entity FO
c. A one to many association from the Legal Entity FO to the Location FO
d. A one to one association from the Legal Entity FO to the Location FO
4. Your client has a requirement to create an escalation path for their New Hire workflow. Which
steps will you follow to configure this escalation path? There are two answers.
a. In the Corporate Data Model, confirm that the hris-field escalation is enabled for the hris-
element wfConfig
b. Create the escalation path using the Manage Data tool
c. In the Succession Data Model confirm that the hris-field escalation is enabled for the hris-
element wfConfig
d. Create the escalation path using the Manage Organization, Pay and Job Structures
5. Which of the following are requirements to build a Company Structure Overview with multiple
objects? Note: There are 2 correct answers to this question.
a. Objects must have a composite association
b. Objects must have a valid when association
c. Objects must be XML-based Foundation Objects
d. Objects must be MDF Objects
6. Which elements are parts of Employee Profile configuration in Succession Data Model? Note:
There are 2 correct answers to this question.
a. HRIS Elements
b. HRIS Actions
c. Standard Element
d. User Info Element
7. A customer wants to create a custom field as part of the employment data. How do you fulfill this
requirement?
a. Option 1:
■ Create the new field in the Succession Data Model
■ Import the updated XML file using Provisioning.
■ Set the visibility attribute of the custom field in Configure Employee Files
b. Option 2:
■ Create a new HRIS element and a custom field
■ Import the updated XML file using Provisioning
■ Set permissions for the new element and field using role-based permissions .
c. Option 3:
■ Create the new field in the Corporate Data Model
■ Import the updated XML file using Provisioning.
■ Set permissions for the field in role-based permissions
d. Option 4:
■ Create the new field in the Corporate Data Model
■ Import the updated XML file using Provisioning.
■ Set permissions for the field in role-based permissions

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8. In your implementation project, the client gives you a requirement to automatically fill the Pay
Grade field in the Job Information portlet after the Job Classification field value is keyed in for an
employee. How will you achieve this? Note: There are 2 correct answers to this question.
a. Create a business rule with the base object Job Information
b. Add an onSave rule trigger to the jobinfo hris-element in the Succession Data Model
c. Add an onChange rule trigger to the 'ob-code hris-field in the Succession Data Model
d. Add a propagate foundation-element-id entry in the HRIS Propagation XML file
9. Where can you create new positions? Note: There are 2 correct answers to this question.
a. In the Manage Organization, Pay and Job Structures tool
b. In the Manage Data too
c. In the Company Info section
d. In the Company Settings section
10. In an organization, the workflow, as shown in the screen shot, is to be triggered when an
employee is transferred from one department to another. What happens during this workflow
process? Note: There are 2 correct answers to this question.

a. The Head of the Business Unit of SF the employee's new department will get a
notification immediately after this workflow is triggered.
b. Anyone in the Recruiting team can send back the workflow to the employee's future
manager for some changes in the data.
c. The employee's current manager can send back the workflow to the employee's future
manager for some changes in the data.
d. The employee’s future manager will get notifications immediately after this workflow is
triggered.
11. A customer has decided they will NOT use the standard weekly hours field on the Foundation
Object Legal Entity in their implementation. What is the SAP Success Factors recommendation to
configure this field?
a. Delete the association to the field.
b. Set the visibility of the field to none.
c. Set the status of the field to inactive.

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d. Delete the field from the list of fields.

12. The HRIS field "end-date" does NOT appear on the UI but is used for reporting purposes. What
does the XML code look like for the end date?
a. Option 1:
■ <hris-field id="end-date" visibility="both required="true pii="false>
■ <label >End Date< label >
■ < /hris-field >
b. Option 2:
■ <hris-fleld id="end-date" visibili = "none" re uired="false" P-ii="false">
■ <label >End Date< label >
■ < Lhris-field >
c. Option 3:
■ <hris-field id="end-date" visibility="none" required="true" pii='"true">
■ < label >End Date< /label>
■ < /hris-field>
13. The HR Representative for employees in the Sales department has changed. How does SAP
SuccessFactors recommend that you make this change to the job relationships in the system?
a. Update the basic employee data file and use the Import and Export Data tool to import
this file
b. Use the Manage Mass Changes tool to select the Sales department and change the
value in the HR Representative field
c. Use the Manage Permission Roles tool to allow the new HR Representative to access
the Sales department target population.
d. Create an import file and use the Picklist Center tool to import the HR Representative.
14. You configure the hris-element personlnfo with the following XML. What field is masked in the
portlet?
a. Birth Name
b. Date of Death
c. Person Id
d. Place of Birth

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15. When creating a new Generic Object, you want to add a field that references a Legal Entity
object. How do you configure this?
a. Set field ID to LegalEntity for the new field
b. Choose Generic Object as data type for the new field and add LegalEntity as the valid
values source.
c. Create a Picklist of all Legal Entities and add it to the new field
d. Choose Foundation Object as data type for the new field and add Legal Entity as the
valid values source.
16. You are creating a business rule to trigger when starting to add a new employee. What business
rule event type do you use?
a. onEdit
b. onSave
c. Onlnit
d. onView
17. Which of the following are differences between a Full Purge and Incremental Load behavior when
importing data? Note: There are 2 correct answers to this question.
a. When a file is uploaded using the Full Purge Option, the records in the file being
uploaded are added to the records already in the system.
b. When a file is uploaded using the Incremental Load option the records in the file being
uploaded are added to the records already in the system
c. When a file is uploaded in the Full Purge mode, all existing records in the system are
overwritten with the records in the file uploaded
d. When a file is uploaded in the Incremental mode, all existing records in the system are
overwritten with the records in the file uploaded.
18. You need to add custom Country Specific Fields that appear in the Personal Information Portlet.
How do you add the fields? Note: There are 2 correct answers to this question.
a. Add the custom fields to the hris-element globallni
b. Upload the CSF for Succession Data Model in Provisioning
c. Upload the CSF for Corporate Data Model in Provisioning
d. Add the custom fields to the hris-element personal Info
19. The Escalation shown below is configured in your client's instance. This Escalation is referenced
in the Job Change Workflow. The Job Change Workflow is triggered for an employee and the
workflow has stalled. In what scenario will the Human Resources manager receive an escalation
notification if the Manager does NOT take action after 2 days?
a. The Manager's Manager does NOT take any action for the next 1 day
b. The Manager's Manager does NOT take any action for the next 3 days
c. The Manager revokes the escalation.
d. The Manager's Manager declines the escalation.

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20. You have been tasked with updating the Job Title of the Mechanical Engineer position record.
The mechanical engineer record currently has four incumbents. Which action will ensure that you
will NOT receive the option to synchronize the change to the incumbents?
a. Modify the record with Manage Position.
b. Modify the record with Manage Data.
c. Modify the record with the Edit link on the position Quickcard.
d. Modify the record with the Manage link on the position Quickcard
21. How do the Talent Approval group and the Finance Controller participate in the workflow shown
in the attached screenshot?
a. Option 1:
■ Anyone in the Talent Approval group can add comments
■ The Finance Controller receives an e-mail notification after each approval step.
b. Option 2:
■ Anyone in the Talent Approval group can approve the workflow
■ The Finance Controller receives an e-mail notification after each approval step.
c. Option 3:
■ Anyone in the Talent Approval group can approve the workflow
■ The Finance Controller receives an e-mail notification when the workflow is
completed.
d. Option 4:
■ Anyone in the Talent Approval group can add comments.
■ The Finance Controller receives an e-mail notification when the workflow is
completed.

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22. What are the types of Multiplicities available to configure associations? Note: There are 2 correct
answers to this question.
a. Many to Many
b. Many to One
c. One to Many
d. One to One
23. Your customer wants to create multiple custom event reasons with corresponding employee
status. Which tools do you use to configure the event reasons?
a. Manage Organization Pay and Job Structures
b. Manage Mass Changes for Metadata Objects
c. Import and Export Data
d. Import Foundation Data
24. What tool do you use to add a new field to an existing Generic Object?
a. Manage Organization, Pay and Job Structures
b. Manage Data
c. Configure Object Definitions
d. Corporate Data Model
25. Which of the following is an example of MDF to XML Association?
a. Division to Business Unit
b. Legal Entity to Location
c. Pay Component to Legal Entity
d. Geo Zone to Location
26. What can you do when creating the Config UI for the Generic Object? Note: There are 3 correct
answers to this question.
a. Add a new field
b. Remove a field
c. Change data type for a field
d. Add a Picklist to a field
e. Move fields to different positions
27. How do you enable a Company Structure Overview? Note: There are 3 correct answers to this
question.
a. Enable the feature in Manage Employee Central Settings
b. Add a field to the Legal Entity in Configure Object Definitions
c. Configure the new field in the Legal Entity records
d. Configure the Company Structure Definition record

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e. Assign permissions to the company and structure objects

28. Your customer has a subsidiary in another country that requires an approval workflow whenever
a new position is created. You created a business rule to trigger a workflow when that legal entity
is chosen. Where in the Position object do you need to attach the rule?
a. Rules section in the Legal Entity field
b. Initialize Rules section in the Pastian object
c. Rules section in the Position Code field
d. Save Rules section in the Position object
29. What do you use to create hierarchical structure between Foundation Objects?
a. Propagations
b. Associations
c. Business Rules
30. Where do you create a new Event Reason?
a. In the Manage Data tool
b. In the Manage Organization, Pay and Job Structures tool
c. In the Configuration Object Definitions tool
d. In the Configure Business Rules tool
31. What actions can you take within the Manage Business Configuration tool? Note: There are 3
correct answers to this question.
a. Change the label of a field
b. Change the visibility of a field to read-only
c. Create a new picklist
d. Add a custom portlet to the employee files
e. Add a custom field to the employee files
32. Which of the following are features of picklists created in the Picklist Center? Note: There are 3
correct answers to this question.
a. Picklist values can be deleted
b. Order of the values is set globally for all picklists
c. Unused values in a picklist can be marked as OBSOLETED
d. Picklists are used for Generic Objects
e. Picklists are effectively dated
33. When using Import Employee Data, what must you include in your import file for Employee
Central data?
a. Person ID field
b. All fields for the object
c. Business key field
d. User ID field
34. How are Country Specific Fields created for MDF Foundation Objects?
a. As an hris-element in the Corporate Data Model with a composite association to the MDF
Foundation Object
b. As a Generic object with a valid when association to the MDF Foundation Object
c. As an hris-element in the CSF for Corporate Data Model with a valid when association to
the MDF Foundation Object
d. As a Generic object with a composite association to the MDF Foundation Object
35. You need to create a one too many association from Location to Legal Entity. You also need to
configure filtering of the location field based on the company field in the Job Information Portlet.
What do you need to add the data models? Note: There are 2 correct answers to this question.
a. <association> as part of< hris-element id="location">
b. <field-criteria> as art of< hris-field="location"

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c. <field-criteria> as part of< hris-field="joblnfo">

d. <association > as part of< hris-element id="joblnfo">
36. Which steps are required to set up the Auto Delegation feature for a Workflow in Employee
Central? Note: There are 3 correct answers to this question.
a. The user sets up Auto Delegate through the Quick Links tile on their homepage
b. The user sets up Auto Delegate using the Manage Organization, Pay and Job Structures
tool
c. You configure Workflow with the field is Delegate Supported set to Yes
d. You add the hris-field is-delegate-supported to the Succession Data Model
e. You add the hris-field is-delegate-supported to the Corporate Data Model
37. What must be done to ensure that you can connect a custom generic (MDF) object to the
employee files? Note: There are 2 correct answers to this question.
a. Set the external Code field to Read Only
b. Set the external code field to Data Type = User
c. Create a Valid When association for the object
d. Create at least one configuration UI for the object
38. A customer has Foundation Objects (FO) and MDF Foundation Objects (MDF FO) maintained in
SAP SuccessFactors Employee Central and needs to configure field attributes such as visibility
and required. Which tools would you use to configure these attributes? Note: There are 2 correct
answers to this question.
a. Manage Organization Pay and Job Structures
b. Configure Object Definitions
c. Manage Business Configuration
d. Corporate data model
39. What tool can be used to enable employees to initiate changes to their own employee data?
a. Manage Organization, Pay and Job Structures
b. Define Employee Fields
c. Manage Permission Roles
d. Configure Employee Files
40. You are creating a New Hire Rule which will trigger on the Job Information base object when
hiring a new employee. How do you ensure that this rule triggers? Note: There are 2 correct
answers to this question.
a. In the Manage Business Configuration tool, add the rule to the Job Information Standard
Element.
b. In the Succession Data Model add the rule to the end of the Job Information HRIS
Element.
c. In the Succession Data Model, add the rule to the end of the New Hire Information
Standard Element.
d. In the Manage Business Configuration tool add the rule to the Job Information HRIS
Element.
41. You create a Config UI based on the Uniform Request Custom Generic Object, as shown in the
screen shot. What field must have the ID of externalCode to display the UI in People Profile?
a. Apron Size
b. Shoes Size
c. Requested date
d. Employee
42. Where can a user delegate some tasks to another user in an instance?
a. In Manage Data
b. In Settings -> Assign Proxy

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c. In Manage Organisation, Pay and Job Structures

d. In Settings -> Notifications
43. A business rule triggers a transfer event reason when an employee's location is changed. Which
base object would you use for this business rule?
a. Job Information Model
b. Employee Information
c. Job Information
d. Employee Information Model
44. What does SAP SuccessFactors recommend to create new and custom associations between
Foundation Objects?
a. All new and custom associations should be built between an XML FO and another XML
FO.
b. All new and custom associations should be built as One to One.
c. All new and custom associations should be built as One to many.
d. All new and custom associations should be built between an MDF FO and another MDF
FO.
45. Which feature integrates SAP SuccessFactors Employee Central data with data in the basic
employee profile?
a. Employee Central APls
b. Job to position synchronization
c. HRIS synchronization
d. Data management
46. Your customer would like the Employee Class field from the employee's Job Information portlet to
be available in performance forms. Which section of the Succession data model must you
configure to meet this requirement?
a. <hris-sync-mappings >
b. <standard-element>
c. <hris-element >
d. <background-element>
47. How can you configure event reason derivation rules to improve performance?
a. Configure the rule Event Type to onInit.
b. Configure the rule Event Type to onChange
c. Configure the Rule Context for hireUI
d. Configure the Rule Context for editUI
48. What tool can you use to export job classification data from the system? Note: There are 2
correct answers to this question.
a. Import and Export Data
b. Import Foundation Data
c. Ad-Hoc Reports
d. Manage Organisation, Pay and Job Structures
49. In Set User Permissions, what tool is available only to Super Admins?
a. Manage Permission Groups
b. Manage Role-Based Permission Access
c. Employee Files Portlet Permissions
d. Manage Permission Roles
50. Which actions can you perform with the Import and Export Data tool? Note: There are 2 correct
answers to this question.
a. Download Template
b. Employee Export

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c. Import Template
d. Import Config
51. You have configured a custom field in the Employment Information portlet of the Succession Data
Model as follows. You access the employee file and the field is NOT visible. What is the most
likely issue?
a. The picklist ID is incorrect.
b. The RBP permissions are incorrect.
c. The field visibility attribute is incorrect.
d. The picklist syntax is incorrect.
52. What country-specific field is maintained in the CSF for Corporate Data model?
a. Corporate Address
b. Legal Entity Local
c. Job Classification Local
d. Global Information
53. In which of the following scenarios will you use the Rule Event Type onChange?
a. Business Rule is triggered when a portlet is saved.
b. Business Rule is triggered when a portlet is loaded.
c. Business Rule is triggered when a change to Job Information record is saved.
d. Business Rule is triggered when a field value is changed
54. A label for one field in Job Info element is NOT translated, while all other field labels are
translated. An employee has selected the German language in their system. What happens when
this employee views the untranslated field?
a. The employee will see the default label
b. The employee will see an error message
c. The employee will see the field with a blank label.
d. The employee will NOT see the field
55. When working with events and event reasons, how can you customize the customer instance?
a. You can create new events reasons but NOT events.
b. You can create new events but NOT event reasons.
c. You CANNOT create events or event reasons to customize a customer instance.
d. You can create new events and new event reasons.
56. You are setting up an MSS RBP role in an instance. What should be the Granted Population and
Target Population? Note: There are 2 correct answers to this question.
a. Target Population - Granted User’s Direct Reports
b. Target Population - Everyone
c. Granted Population - Everyone
d. Granted Population - Managers
57. Your customer wants to create an association with the requirement One division can belong to
many business units. What association do you need to build?
a. A Composite association in the Division objects definition.
b. A Valid When association in the Division objects definition.
c. A Composite association in the Business Unit objects definition.
d. A Valid When association in the Business Unit objects definition.
58. What is Generic Object FoTranslation used for in Employee Central?
a. To translate records for FOs that are defined in the Corporate Data Model and MDF FO
records.
b. To translate any Generic Object records in the instance.
c. To translate records for FOs that are defined in the Corporate Data Model.
d. To translate MDF FO records.

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59. Which hris-fields are always required for the hris-element payComponentNonRecurring in the
Succession Data Model? Note: There are 3 correct answers to this question.
a. Paycompvalue
b. frequency
c. Pay-date
d. Value
e. Pay-component-code
60. How can you update job information data? Note: There are 2 correct answers to this question.
a. Directly edit data using the Take Action button on the Employee File.
b. Import data using the Import Foundation Data tool.
c. Import data using the Import and Export Data tool.
d. Import data using the Import Employee Data tool.
61. You have a requirement to trigger workflows when importing data for joblnfo portlet. In order to
configure this in the Role-Based Permissions, you navigate to Manage Permission Roles ->
Permissions. Where will you set this permission?
a. Administrator Permissions-> Manage Workflows
b. User Permissions-> Employee Central Import Entities
c. User Permissions-> Employee Central Effective Dated Entities
d. Administrator Permissions-> Employee Central Import Settings
62. Which fields would commonly be included in a position record that would NOT be included in a
job classification record? Note: There are 2 correct answers to this question.
a. Division
b. Pay Grade
c. Business Unit
d. Job Title
63. What must be created before synchronizing position information and employment information?
a. A new association in the Position generic (MDF) object
b. A new mapping in the HRIS Sync data model
c. A new job in the Manage Scheduled Jobs tool
d. A new business rule in the Configure Business Rules too
64. Your client informs you that they require an additional Rule Type for their Business Rules in the
Production instance. What tool will you use to add this new Rule Type value?
a. Picklist Center
b. Manage Employee Central Settings
c. Configure Business Rules
d. Picklist Mappings
65. How do you define Event Reasons as country specific? Note: There are 3 correct answers to this
question.
a. Add the Event Reason to Country records as per your requirement in the Manage Data
Tool.
b. Create an association with the Destination Object Event Reason Wrapper with Type
Composite
c. Create an association with the Destination Object with Event Reason Wrapper with Type
Valid When
d. Create an association with the Destination Object with Event Reason Wrapper with Type
Join by Columns
e. Make a correction to the definition of the Country object.
66. According to SAP guidelines, what can you do in the Event picklist when configuring events and
event reasons? Note: There are 3 correct answers to this question.

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a. Change the labels.

b. Change the external_code of an event.
c. Add a new language translation.
d. Change the status.
e. Add a new event.
67. You are helping your client to extend their Employee Central footprint to their subsidiary in China.
You have added the translations for the FO records in the client system in Simplified Chinese. In
Provisioning, the setting shown in the screenshot is maintained. One of the testers logs into the
instance and changes the logon language to Simplified Chinese. What translations of FO records
will the tester see in the instance? Note: There are 3 correct answers to this question.
a. If the system does NOT find the translation in Simplified Chinese or in German, it will
show the translation maintained in US English.
b. If the system does NOT find the translation in Simplified Chinese or in German, it will
show an error.
c. If the system does NOT find the translation in Simplified Chinese, it will show the
translation maintained in US English.
d. If the system does NOT find the translation in Simplified Chinese, it will show the
translation maintained in German.
e. If the system finds the translation in Simplified Chinese, it will show that translation.

68. You are translating the Job Title field of the Engineer Job Classification so that users in different
countries can see the Job Title in their own language. Where do you add the translations?
a. In the Configure Object Definitions tool
b. In the Manage Data tool
c. In the Manage Organization Pay and Job Structures tool
d. In the Corporate Data Model
69. You are managing employee records. Due to reorganization, several employees from the
Community Relations department in the location Atlanta are being assigned to a new division at
the beginning of next year. You have already created the future dated records in the job
information portlet for those employees, including User A, as shown below. User A is to be
transferred from the location Atlanta to Charlotte on November 1, 2019. You insert a new Job
Information record for User A with the Take Action command and change only the location to
Charlotte. What are the new values for the Location and Division fields of the January 1, 2020
record? Note: There are 2 correct answers to this question.
a. a. Location: Atlanta
b. Location: Charlotte
c. Division: Healthcare
d. Division: Community Development

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70. You have configured a custom field in the Employment Information portlet of the Succession Data
Model as follows: You edit the Employment Information portlet of an existing employee file and
the "Remote Worker?" field only displays No Selection in the drop down list. What is the most
likely issue?
a. The field datatype is incorrect
b. The field visibility attribute is incorrect.
c. The RBP permissions are incorrect
d. The picklist ID is incorrect

71. Your client is live with the 'Employee Transfer process in the Production instance. The workflow,
as shown in the screen shot, is triggered when transfer of an employee is initiated. What is the
expected behavior of this workflow? Note: There are 2 correct answers to this question.
a. WF_Employee_Transfer is NOT triggered if the transfer date of the employee is in the
future
b. The initiator of ‘Employee Transfer' process is given an option to choose ‘New Hire
Workflow’ as an alternate workflow to WF_Employee_Transfer
c. If an approver of WF_Employee_Transfer does NOT take any action for 3 days, a
reminder notification is sent by the system
d. An approver of WF_Employee_Transfer can automatically route this request to another
approver during vacation

72. Which Foundation Objects are configured in the Corporate Data Model? Note: There are 3
correct answers to this question.
a. Cost Centre
b. Location
c. Event Reason
d. Business Unit
e. Pay Range
73. You create a new Division record for an engineering division that will be starting next month. You
also identify a person as the Head of the division. When you access the Division Head's job

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information via History> Edit, the new division does NOT appear in the drop down list of divisions.
Why does it NOT appear?
a. The HRIS-sync job has NOT run yet.
b. The value in the Picklist is NOT active at the start date of the Division Head's job
information record
c. The Division record is NOT active at the start date of the Division Head's Job information
record.
d. The propagation is incorrectly configured.
74. A customer needs to create a custom field that appears only for Legal Entity records with a
country of France. How do you create the required field?
a. Create a field in the Legal Entity hris-element in the CSF for Corporate Data Model.
b. Create a field in the Legal Entity France object in Configure Object Definition.
c. Create a field in the legal Entity hris-element in the Corporate Data Model. Add field
criteria to only display the field when the country is France.
d. Create a field in the Legal Entity object in Configure Object Definition. Add field criteria to
only the field when the country is France.
75. Which methods to alter employee files trigger event reason derivation when editing the Job
Information Portlet? Note: There are 2 correct answers to this question.
a. Edit Pencil Icon) on the portlet.
b. History> Edit on the portlet.
c. History> Insert New Record on the portlet.
d. Change Job and Compensation Information from the Take Action button.
76. Where can you create associations between two Generic Objects?
a. In the Manage Organization, Pay and Job Structure tool
b. In the Corporate Data Model
c. In the Manage Data tool
d. In the Configure Object Definitions tool
77. Which tools are available in Admin Center to import FO records? Note: There are 2 correct
answers to this question.
a. Import and Export Data
b. Import Employee Data
c. Import Foundation Data
d. Import Extended User Information
78. What tools can you use to assign business rules? Note: There are 3 correct answers to this
question.
a. Manage Data
b. Manage Business Configuration
c. Succession Data Model
d. Configure Object Definitions
e. Manage Organizational, Pay and Job Structures
79. In your project, the client asks for a mechanism by which a workflow can be approved by any one
of a pool of people. What option will you configure in the workflow to achieve this?
a. Dynamic Group
b. Permission Group
c. Dynamic Role
d. CC Role
80. Which field Data Types uses a Valid Value Source configuration in a generic object? Note: There
are 3 correct answers to this question.
a. Data Source

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b. Attachment
c. Picklist
d. Generic Object
e. Foundation Object

Practice Exam B
1. What can you do when creating the Config UI for the generic object? Note: There are 3 correct
answers for this question
a. Move field to different position
b. Remove a field
c. Change the data type of a field
d. Add a new field
e. Add a picklist to a field
2. Which object supports partial imports? Note: There are 2 correct answers for this question
a. Job Relationships
b. Addresses
c. Job History
d. Employment Details
3. What happens when you select private data for Proxy Account Holder in Proxy Management?
a. The proxy can open, view, edit or send any item for which the account holder has
permission
b. The proxy can edit the private information of the account holder
c. The proxy does NOT have access to potentially sensitive information
d. The proxy has access to private information for which the account holder has permission
4. Which import file creates a user account in the system?
a. Job History file
b. Employment Details file
c. Biographical Information file
d. Basic import file
5. Which methods of modifying employee data trigger event reason derivation? Note: There are 2
correct answers for this question
a. Insert a new record
b. Use the Take Action menu
c. Use the pencil icon
d. Add a new employee
6. How do you define event reasons as country specific? Note: There are 3 correct answers for this
question.
a. Create an association with Destination Object with Event Reason Wrapper with Type Join
By Columns.
b. Create an association with the Destination Object Event Reason Wrapper with Type
Composite.
c. Create an association with the Destination Object with Event Reason Wrapper with Type
Valid When.
d. Add the Event Reason to Country records as per your requirement in Manage Data Tool.
e. Make a correction to the definition of the Country object.
7. You want to add a custom field in the Job information block on the employee file and make it
visible for 2 countries, but NOT visible for the other 8 countries. How can you do this?

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a. Enable the custom field in the Job information and add the custom field in the 2 country
specific Job information with Edit visibility.
b. Enable the custom field in Country-Specific Job information and use a business rule to
set Edit visibility for the 2 countries
c. Enable the custom field in the Job information and use a business rule to set Edit visibility
for the 2 countries
d. Enable the custom field with NO visibility in the 8 Country-Specific Job Information
8. What is Generic Object FO translation used for in Employee central?
a. To translate records for FOs that are defined in the Corporate Data Model
b. To translate any generic object records in the instance
c. To translate MDF FO records
d. To translate records for FOs that are defined in the Corporate Data Model and MDF FO
records
9. When creating a new Generic Object, you want to add a field that references a Legal Entity
Object. How do you configures this?
a. Choose Foundation Object as data type for the new field and add LegalEntity as the valid
values source.
b. Set field ID to LegalEntity for the new field.
c. Choose Generic Object as data type for the new field and add LegalEntity as the valid
values source.
d. Create a picklist of all Legal Entities and add it to the new field.
10. Your client informs you that they require an additional Rule Type for their Business Rules in the
Production Instance. What tool will you use to add this new Rule Type value?
a. Configure Business Rules
b. Picklist Center
c. Picklist Mappings
d. Manage Employee Central Settings
11. The Event Reason Derivation Business Rule scenario supports creating which type of business
rule?
a. OnSave
b. OnPostSave
c. OnEdit
d. OnChange
12. Which field data types use a Valid Value Source configuration in a generic object? Note: There
are 3 correct answers for this question.
a. Attachment
b. Picklist
c. User
d. Generic Object
e. Foundation Object
13. According to SAP guidelines what can you do in the Event Picklist when configuring events and
events reasons? Note: there are 3 correct answers to this question.
a. Add a new language translation
b. Change the external_code of an event Change the Labels
c. Change the Labels
d. Change the Status
e. Add a new Event
14. How do you align position records to reflect associations built between Division and Department?
a. Create a sync job to copy data from the position record to Job Info

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b. Create a sync job to copy data from Job Info to the position record
c. Create filter criteria in the position org chart
d. Create filter criteria in the position object
15. A customer needs to create a custom field that appears only for legal entity records with a country
of France. How do you create the required field?
a. Create a field in the legal entity object in configure object definition. Add field criteria to
only display the field when country is France.
b. Create a field in the legal entity France object in configure object definition.
c. Create a field in the legal entity HRIS element in the CSF for corporate data model.
d. Create a field in the legal entity HRIS element in the corporate data modal. Add field
criteria to only display the field when country is France.
16. Which HR objects support import restrictions? Note: There are 3 correct answers for this
question.
a. Personal Information
b. Job Relationships
c. Employment Details
d. Job Information
e. Compensation Information
17. Which employment objects support country-specific fields? Note: There are 2 correct answers for
this question.
a. Pay Component Recurring
b. Job Relationship Info
c. Job Information
d. Employment Details
18. Which of the following associations is a one-to-one association? Note: There are 2 correct
answers for this question.
a. Location to Geozone
b. Pay Range to Legal Entity
c. Location to Legal Entity
d. Department to Division
19. You have been tasked with updating the Job Title of the Mechanical Engineer position record.
The mechanical engineer record currently has four incumbents. Which action will ensure that you
will NOT receive the option to synchronize the change to the incumbents?
a. Modify the record with Manage Position
b. Modify the record with Manage Data
c. Modify the record with the Edit link on the position Quick card
d. Modify the record with the Manage link on the position Quick card
20. Where can you create new positions? Note: there are 3 correct answers to this question.
a. In Manage Positions
b. In the Position org chart
c. In the Manage Organization, pay and job structures tool In The Company Settings
Section
d. In the Manage Data Tool
e. In the Position Management Settings
21. You are helping your client to extend their Employee Central footprint to their subsidiary in china.
You have added the translations for the FO records in the client system in simplified Chinese. In
Provisioning, the setting shown in the screenshot is maintained. One of the testers logs into the
instance and changes the logon language to simplified Chinese. What translations of FO records
will tester see in the instance? Note: There are 3 correct answers to this question.

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a. If the system does NOT find the translation in simplified Chinese or in German, it will
show the translation maintained in US English.
b. If the system does NOT find the translation in simplified Chinese or in German, it will
show an error.
c. If the system does NOT find the translation in simplified Chinese, it will show the
translation maintained in German.
d. If the system finds the translation maintained in simplified Chinese, it will show that
translation.
e. If the system does NOT find the translation in simplified Chinese, it will show the
translation maintained in US English.

22. Your customer has a subsidiary in another country that requires an approval workflow whenever
a new position is created. You created a business rule to trigger a workflow when that legal entity
is chosen. Where in the Position object do you need to attach the rule?
a. Rules section in the Position Code field
b. Save Rules section in the Position object
c. Rules section in the Legal Entity field
d. Initialize Rules section in the Position object
23. Your customer needs to set up a workflow to direct approval processes to the head of a business
unit. What steps would you take to complete their requirement? Note: There are 2 correct
answers for this question.
a. Manage workflow Groups > Create Dynamic Group
b. Manage workflow Request > Create workflow Approvals
c. Manage Organization Pay and Job Structure > Create workflow configuration
d. Manage Organization Pay and Job Structure > Create Dynamic Roles
24. You have configured a custom field in the Employment Information portlet of the Succession Data
Model as follows: You access the employee file and the field is NOT visible. What is the most
likely issue?
a. The RBP permissions are incorrect
b. The picklist syntax is incorrect
c. The picklist ID is incorrect.
d. The field visibility attribute is incorrect.
25. Your customer would like the Employee class field from the employee's job information portlet to
be available in performance forms. Which section of the Succession data model must you
configure to meet this requirement?
a. <standard-element>
b. <background-element>
c. <hris-sync-mappings>
d. <hris-element>
26. Which of the following blocks allows you to use business rules for triggering Event Reason
Derivation? Note: There are 2 correct answers for this question.
a. Job Information
b. Job Relationships
c. Personal Information
d. Compensation Information

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27. The Escalation shown below is configured in your client’s Instance. This Escalation is referenced
in the Job Change Workflow. The Job Change Workflow is triggered for an employee and the
workflow has stalled. In What Scenario will the Human Resources manager receive an escalation
notification if the manager does NOT take action after 2 days?
a. The manager’s Manager does NOT take any action for the next 3 days
b. The Manager revokes the escalation
c. The manager’s Manager does NOT take any action for the next 1 day
d. The Manager’s Manager declines the escalation

28. What must be created before synchronizing position information and employment information?
a. A new job in the Manage Scheduled Jobs tool
b. A new mapping in the HRIS Sync data model
c. A new association in the Position generic (MDF) object
d. A new business rule in the Configure Business Rules tool
29. You need to create a one to many association from Location to Legal Entity. You also need to
configure filtering of the location field based on the company field in the Job Information Portlet.
What do you need to add to the data models? Note: There are 2 correct answers to this question.
a. <field-criteria> as part of < hris-field="jobinfo">
b. < association > as part of < hris-element id=”jobInfo”>
c. <field-criteria> as part of < hris-field="location">
d. < association > as part of < hris-element id=”location”>
30. A customer has scheduled an HRIS sync job to run every Friday. Which includes mapping of job
titles. On Tuesday, an employee’s job title is changed via Manager Self-Service (MSS) to become
effective on Thursday. When will the synchronization happen?
a. Friday, when the sync job completes
b. Thursday, when the change becomes effective
c. Tuesday, the day the transaction is entered
d. Saturday, the day after the sync Job completes
31. A Legal entity record with an effective start date of today can be associated with which location
record? Note: There are 2 correct answers to this question.
a. A location record with an effective start date of 1 month ago
b. A location record with an effective start date of today
c. A location record with an effective start date of 01/01/1900
d. A location record with an effective start date of 1 month from now

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32. You create a Config UI based on the Uniform Request Custom Generic Object, as shown in the
screen shot. What field must have the ID of externalCode to display the UI in People Profile?
a. Requested Date
b. Employee
c. Shoe Size
d. Apron Size

33. A customer has Foundation Objects (FO) and MDF Foundation objects (MDF FO) maintained in
SAP Success Factors Employee Central and needs to configure field attributes such as Visibility
and required. Which tools would you use to configure these qualities? NOTE: there are 3 correct
answers to this question.
a. Manage Organization, pay and job structures
b. Configure Object Definitions
c. Manage Business Configuration
d. Import/Export Country/Region-Specific Corporate Data Model
e. Import/Export Corporate Data Model
34. You have configured a custom field in the Employment Information portlet of the Succession Data
Model as follows: You edit the Employment Information portlet of an existing employee file and
the "Remote Worker?" field only displays No Selection in the drop down list. What is the most
likely issue?
a. The RBP permissions are incorrect
b. The picklist ID is incorrect.
c. The field visibility attribute is incorrect.
d. The field datatype is incorrect
35. You are creating a New Hire Rule which will trigger on the Job Information base object when
hiring a new employee. Which steps would ensure that this rule triggers? Note: There are 2
correct answers to this question.
a. In the Manage Business Configuration tool, add the rule to the Job Information Standard
Element
b. In the Succession Data Model, add the rule to the end of the New Hire Information
Standard Element
c. In the Succession Data Model, add the rule to the end of the Job Information HRIS
Element

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d. In the Manage Business Configuration tool, add the rule to the Job Information HRIS
Element
36. What is an accurate description of Else Logic when creating a business rule?
a. How the system reacts if the If condition is NOT true
b. How the system reacts to the condition in the If statement
c. Which condition needs to be met when the If statement is NOT true
d. Which condition needs to be met before the system actions defined in the Then
statement are execute
37. When creating a parent-child association, which object do you reference as the destination
object?
a. XML Object
b. Child Object
c. MDF Object
d. Parent Object
38. What actions can you take within the Manage Business Configuration tool? Note: There are 3
correct answers to this question.
a. Change the label of a field.
b. Add a custom portlet to the employee files.
c. Create a new picklist.
d. Change the visibility of a field to read-only.
e. Add a custom field to the employee files.
39. What field of the country-specific element Corporate Address is required in the Corporate Data
Model?
a. Address1
b. Location
c. Country
d. City
40. How can you configure event reason derivation rules to improve performance?
a. Configure the Rule Context for edit UI.
b. Configure the Rule Context for hire UI.
c. Configure the rule Event Type to onlnit.
d. Configure the rule Event Type to onChange.
41. Which of the following are features of picklists created in the Picklist center? Note: There are 2
correct answers to this question.
a. Unused values in a picklist can be marked as a OBSOLETED
b. PICKLISTS are used for Generic objects.
c. PICKLISTS are effectively dated.
d. Order of the values is set globally for all picklists
42. When granting Manager Self Service role-based permissions for effective dated fields in Job
Information, which permission gives the manager access to the Edit button in the history of their
direct report’s Job Information block?
a. Job Information Actions > Edit/Insert
b. Edit Link > Edit/Insert
c. Job Information Actions > View History
d. Job Information Actions > Correct
43. You want to configure a business rule that will automatically propagate Job Title from the Job
Classification when a new employee is hired. What object will you choose as a base object?
a. Employee Information
b. Job Information

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c. Job Classification
d. Job title
44. What does SAP SuccessFactors recommend to create new and custom associations between
Foundation Objects?
a. All new and custom associations should be built between an MDF FO and another MDF
FO
b. All new and custom associations should be built between an XML FO and another XML
FO
c. All new and custom associations should be built as One to One
d. All new and custom associations should be built as One to Many.
45. Where do you create a new event reason?
a. In the Configure Object Definition tool
b. In the Manage Data tool
c. In the Manage Organization, Pay and Job Structures tool
d. In the Configure Business Rules tool
46. Which standard field is always required in a generic object?
a. effectiveStartDate
b. externalCode
c. externalName
d. internalCode
47. Which identifier is used to represent the employment of the employee?
a. Person ID External
b. User Name
c. User ID
d. User Account
48. Which foundation objects are configured in the corporate data model? Note: there are 3 correct
answers to this question.
a. Event reason
b. Pay range
c. Business unit
d. Location
e. Cost center
49. You are translating the Job Title field of the Engineer Job Classification so that users in different
countries can see the Job Title in their own language. Where do you add the translations?
a. In the Manage Data tool
b. In the Configure Object Definitions tool
c. In the Manage Organization Pay and Job Structures tool
d. In the Corporate Data Model
50. What do you use to create hierarchical structure between Foundation Objects?
a. Business rules
b. Propagations
c. Associations
d. Filter Criteria
51. Which data type must you use when adding a field to reference Legal Entity in an MDF object?
a. Foundation object
b. Generic object
c. Data source
d. Picklist

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52. Which HRIS fields are always required for the HRIS Element payComponentNonRecurring in the
Succession Data Model? Note: There are 3 correct answers for this question.
a. value
b. Paycompvalue
c. pay-component-code
d. pay-date
e. Frequency
53. Which person object support country-specific fields? Note: There are 2 correct answers for this
question.
a. nationalIDcard
b. personInfo
c. globalInfo
d. emailInfo
54. Which of the following are requirements to build a Company Structure Overview with multiple
objects? Note: There are 2 correct answers to this question.
a. Objects must have a composite association
b. Objects must be XML-based Foundation Objects
c. Objects must be MDF Objects
d. Objects must have a valid when association
55. Which pages support onInit business rules? Note: There are 2 correct answers to this question.
a. Personal Information Edit Page
b. Job Information History Page
c. Manage Organization, Pay and Job Structures
d. Add New Employee Wizard
56. Your Customer wants to create an association with the requirement one division can belong to
many business units. What association do you need to build?
a. A Composite association in the business unit object definition
b. A Valid when association in the Division object definition
c. A Valid when association in the business unit object definition
d. A Composite association in the division object definition
57. How do the talent approval group and the finance controller participate in the workflow shown in
the attached screenshot?
a. Option 1:
i. Anyone in the Talent Approval group can approve the workflow
ii. The Finance controller receives an email notification after each approval step
b. Option 2:
i. Anyone in the Talent Approval group can approve the workflow
ii. The Finance controller receives an email notification when the workflow is
completed
c. Option 3:
i. Anyone in the Talent Approval group can add comments
ii. The Finance controller receives an email notification after each approval step
d. Option 4:
i. Anyone in the Talent Approval group can add comments
ii. The Finance controller receives an email notification when the workflow is
completed

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58. How is a country-specific field created for MDF foundation objects?

a. As an HRIS element in the Corporate Data Model with a composite association to the
MDF foundation object
b. As a generic object with a composite association to the MDF foundation object
c. As a generic object with a valid when association to the MDF foundation object
d. As an HRIS element in the CSF for Corporate Data Model with a valid when association
to the MDF foundation object
59. How do you control what fields can be seen on a Contingent Worker's employee file? Note: There
are 2 correct answers to this question.
a. Business Rules
b. Manage Business Configuration
c. Configure People Profile
d. Role-Based Permission
60. Which object requires entity type to be configured in HRIS sync mapping?
a. personInfo
b. jobInfo
c. compInfo
d. phoneInfo
61. In your implementation project, the client requires that the Pay Grade field in the Job Information
portlet be automatically filled after the Job Classification Information field value is keyed in for an
employee. How will you achieve this? Note: There are 3 correct answers to this question.
a. Add an onChange rule trigger to the job-code hris-field in the Succession Data Model
b. Create a business rule with Job Classification as the base object
c. Create a business rule to propagate fields from the Job classification object to the pay
grade field.
d. Add an onSave rule trigger to the jobinfo hris-element in the Succession Data Model.
e. Create a business rule with the base object Job Information
62. A label for one field in Job Info element is NOT translated, while all other field labels are
translated. An employee has selected the German language in their system. What happens when
this employee views the untranslated field?
a. The employee will see an error message.
b. The employee will see the field with a blank label.
c. The employee will see the default label.
d. The employee will NOT see the field.

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63. Which action can you perform with the Import and Export Data tool? Note: There are 2 correct
answers for this question.
a. Import Config
b. Download Template
c. Employee Export
d. Import Template
64. What must be done to ensure that you can connect a custom generic (MDF) object to the
employee files? Note: There are 2 correct answers to this question.
a. Create at least one configuration UI for the object
b. Set the externalCode field to Read Only.
c. Set the externalCode field to Data Type = User.
d. Create a Valid When association for the object
65. You have a requirement to trigger workflows when importing data to Job information. Which
permission section would allow for this?
a. Employee central import settings
b. Employee central Effective Dated entities
c. Employee Central Import Entities
d. Manage Workflows
66. Your client is live with the 'Employee Transfer process in the Production instance. The workflow,
as shown in the screen shot, is triggered when transfer of an employee is initiated. What is the
expected behavior of this workflow? Note: There are 2 correct answers to this question.
a. The initiator of 'Employee Transfer process is given an option to choose 'New Hire
Workflow' as an alternate workflow to WF_Employee_Transfer
b. If an approver of WF_Employee Transfer does NOT take any action for 3 days, a
reminder notification is sent by the system.
c. An approver of WF_Employee_Transfer can automatically route this request to another
approver during vacation
d. WF_Employee_Transfer is NOT triggered if the transfer date of the employee is in the
future.

67. During initial testing in an implementation, you need to create 8 Cost Center Foundation Object
records. What tools can you use to create the records? Note: There are 3 correct answers to this
question.
a. Manage Data
b. Import Foundation Objects
c. Manage Organization, Pay and Job Structures
d. Configure Object Definition
e. Import and Export Data

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68. In which section in the Manage Permission Role tool will you set the visibility for the Date of Birth
field in Biographical information?
a. Employee view
b. Employee Data
c. Manage user
d. Employee Central Effective Dated Entities
69. Your client has a requirement to create an escalation path for their new hire workflow. Which
steps will you follow to configure this escalation path? Note: there are 2 correct answers to this
question.
a. Create the escalation path using the manage organization, pay and job structures tool.
b. In the succession data model, confirm that the HRIS field escalation is enabled for the
HRIS element wfConfig
c. Create the escalation path using the manage data tool.
d. In the corporate data model, confirm that the HRIS field escalation is enabled for the
HRIS element wfconfig
70. Event Reason and Workflow Derivation have been set up for a customer. The customer is using
the Mass Changes tool to move 1000 employees to another location, but they do NOT want the
change to trigger a workflow. How is this handled?
a. Deactivate the workflow referenced in the rule
b. Set the Rule Context for Mass Changes to NO
c. Set the Rule Context for Mass Changes to YES
d. Deactivate the rule that would trigger the workflow
71. What tool can be used to enable employees to initiate changes to their own employee data?
a. Manage User Data
b. Import Employee Data
c. Configure Employee Files
d. Manage Permission Roles
72. In your project the client asks for a mechanism by which a workflow can be approved by any one
of a pool of people. What tool would you use to configure the group?
a. Manage Permission Groups
b. Manage Workflow Groups
c. Manage Workflow Requests
d. Manage Dynamic Groups
73. Which elements are part of Employee Profile configuration in Succession Data Model? Note:
There are 2 correct answers to this question.
a. User Info elements
b. HRIS elements
c. Standard elements
d. HRIS actions
74. Which field would commonly be included in a position record that would NOT be included in a job
classification record? Note: There are 2 correct answers to this question.
a. Job Title
b. Pay Grade
c. Business Unit
d. Division
75. A business rule triggers a transfer event reason when an employee's location is changed. Which
base object would you use for this business rule?
a. Employee Information
b. Job Information Model

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c. Job Information
d. Employee Information Model
76. Which steps are required to set up the Auto Delegation feature for a Workflow in Employee
Central? Note: There are 3 correct answers to this question.
a. You add the HRIS field is-delegate-supported to the Corporate Data Model.
b. The user sets up Auto Delegate using the Manage Organization, Pay and Job Structures
tool.
c. You add the hris-field is-delegate-supported to the Succession Data Model.
d. You configure Workflow with the field Is Delegate Supported set to Yes.
e. The user sets up Auto Delegate through the Quick Links tile on their homepage
77. When using Import Employee Data, what must you include in your import file for Employee
Central data?
a. Business key fields
b. Person ID field
c. User ID field
d. All fields for the object
78. When importing an employee data file, what happens if you leave fields of a template blank and
attempt to full purge?
a. All data will be erased for those fields
b. Missing fields are added with blank values
c. Missing fields will get default values
d. The system gives you an error message.
79. What is the data type of the currency field on the Legal Entity object?
a. Enum
b. Foundation object
c. Generic object
d. Picklist
80. How do you enable a Company Structure Overview? Note: There are 3 correct answers to this
question.
a. Add a field to the Legal Entity in Configure Object Definitions
b. Enable the feature in Manage Employee Central Settings
c. Configure the new field in the Legal Entity records.
d. Assign permissions to the company structure objects.
e. Configure the Company Structure Definition record

Practice Exam C
1. Your customer asks you to create a custom field for employees in Germany to track personal
information. Where would you configure this? Please choose the correct answer.
○ In the next custom field that is available in the personalInfo element of the country-
specific Succession Data Model
○ In the next custom field that is available in the globalInfo element of the country-specific
Succession Data Model
○ In the next custom field that is available in the globalInfo element of the Succession Data
Model
○ In the next custom field that is available in the personalInfo element of the Succession
Data Model

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2. Which foundation objects can you use to structure a customer's business? There are 2 correct
answers to this question.
○ Division (hris-element-id: division)
○ Employment Details (hris-element-id: employmentInfo)
○ Job Information (hris-element-id: jobInfo)
○ Legal Entity (hris-element-id: company)
3. You want to create a generic (MDF) object that has a composite association with two other MDF
objects. Where do you define the association? Please choose the correct answer.
○ In the Configure Object Definition tool
○ In the Manage Data tool
○ In the Corporate data model
○ In the Configure Business Rules tool
4. You are creating a generic (MDF) object and you want to add a foundation object (FO) as a field.
Based on the attached screenshot, what value would you enter for the valid values source?
Please choose the correct answer.
○ Location Name
○ Location
○ Code
○ external Code

5. In which formats can you export reports built in the online report designer (ORD)? There are 2
correct answers to this question.
○ Microsoft Excel (.xlsx)
○ Comma Separated Values (.csv)
○ Text (.txt)
○ Microsoft PowerPoint (.pptx)
6. Where can a workflow contributor see the comments posted on a workflow request? Please
choose the correct answer.
○ Pending Requests
○ Email Notification Templates Settings
○ Manage Workflow Requests
○ Manage Workflow Groups
7. How does SAP recommend that you edit a Succession Data Model? Please choose the correct
answer.
○ Option 1:
i. Export the Succession Data Model.
ii. Make your updates.
iii. Import the model into the instance.
○ Option 2:
i. Open the latest version of your saved Succession Data Model.
ii. Make your updates.
iii. Import the model into provisioning

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○ Option 3:
i. Export the Succession Data Model.
ii. Make your updates.
iii. Import the model into provisioning
○ Option 4:
i. Open the latest version of your saved Succession Data Model.
ii. Make your updates.
iii. Import the model into the instance.
8. A customer needs a generic (MDF) object to track employee membership to external
organizations. For this purpose, you are creating the following fields: 1. Employee Name
(Selected from the list of active employees), 2. Department (Selected from the existing
departments in the company), 3. Organization Name and Membership Date. Which data types do
SAP SuccessFactors recommend for these fields? Please choose the correct answer.
○ Option 1:
i. User
ii. Picklist
iii. String
iv. Date
○ Option 2:
i. User
ii. Generic Object
iii. String
iv. Date
○ Option 3:
i. Data Source
ii. Picklist
iii. String
iv. Date
○ Option 4:
i. User
ii. Foundation Object
iii. Picklist
iv. Date
9. Your customer requires a new custom MDF foundation object (MDF FO) linked to legal entities to
build their organization structure. What are possible steps? There are 2 correct answers to this
question.
○ Create records using the Manage Organization, Pay and Job Structures tool.
○ Define a custom object using the Configure Object Definitions tool.
○ Import the records using the Import and Export Data tool.
○ Define the association to the legal entity with the Corporate data model.
10. The following table shows an extract from a customer's configuration workbook. Which of the
following XML configurations meet the customer's requirements? There are 2 correct answers to
this question.
○ Option 1:
i. <hris-field-max-length=”128” id=”status” visibility=”both” required=”true”
pii=”false”
ii. <label>Status</label>
iii. </hris-field>
○ Option 2:

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i. <hris-field-max-length=”32” id=”externalCode” visibility=”both” required=”false”>

ii. <label>Code</label>
iii. </hris-field>
○ Option 3:
i. <hris-field-max-length=”32” id=”start-date” visibility=”both” required=”true”
pii=”false”>
ii. <label>Start Date</label>
iii. </hris-field>
○ Option 4:
i. <hris-field-max-length=”90” id=”name” visibility=”both” required=”true”>
ii. <label>Name</label>
iii. </hris-field>

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