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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Data Questionnaire and Specification Document | 11% - 20% | - Analyze customer requirements - Interpret specification documents - Prepare data questionnaire |
| Topic 2: Report Delivery and Administration | < 10% | - Schedule reports - Manage user access - Configure report distribution |
| Topic 3: Workforce Analytics Data Factory | 11% - 20% | - Manage Data Factory processes - Resolve processing issues - Monitor data loads |
| Topic 4: Extracts and Data Staging | 11% - 20% | - Configure data extracts - Manage staging environment - Validate source data |
| Topic 5: Workforce Analytics Architecture | < 10% | - Identify system integration points - Understand Workforce Analytics components |
| Topic 6: Benchmarking and Configuration | < 10% | - Configure benchmarking options - Manage benchmark data |
| Topic 7: Fact Tables and Measures | 11% - 20% | - Configure simple and complex fact tables - Validate metric results - Create measures and calculations |
| Topic 8: Dimension Editor and Tree Security | 11% - 20% | - Maintain hierarchical structures - Implement tree security - Configure dimensions |
1. What is the correct order of phases in the SAP SuccessFactors Workforce Analytics implementation timeline?
A) Prepare Explore Deploy Realize
B) Prepare Explore Realize Deploy
C) Discover Prepare Realize Deploy
D) Discover Explore Deploy Realize
2. What are some of the tasks you must perform to complete an SAP SuccessFactors Workforce Analytics on SAP HANA technical implementation? Note: There are 2 correct answers to this question.
A) Configure the Drill-to-Detail display.
B) Update the Data Specification document.
C) Create a custom report.
D) Configure single sign-on.
3. You are building a Fact table for a customer with SAP SuccessFactors Workforce Analytics on SAP HANA.
What needs to be included in this table? Note: There are 3 correct answers to this question.
A) Structural dimension IDs
B) Result measures
C) Analysis dimension IDs
D) Base input measures
E) Derived measures
4. Consider the following scenario: A customer has asked to determine their Hires, Terminations, and Movement Events using the following Event codes: H - Hire P - Promotion D - Demotion X - Transfer T - Termination.
Promotions are only counted if there is an increase in the Salary Band and Demotions are only counted if there is a decrease in the Salary Band. What is the minimum number of Hire/Movement/Termination conditions that can be created to fulfill these requirements?
A) 3: An Event List condition for Hires, Promotions, Demotions, Transfers, and Terminations. An Increase in Value for Promotions. A Decrease in Value for Demotions
B) 5: An Event List condition for Hires, Internal Movements, and Terminations. An Event List and an Increase in Value for Promotions. An Event List and a Decrease in Value for Demotions
C) 5: An Event List condition for Hires, Transfers, and Terminations. An Event List and an Increase in Value for Promotions. An Event List and a Decrease in Value for Demotions
D) 7: An Event List condition for each movement type. An Increase in Value for Promotions. A Decrease in Value for Demotions
5. What is the purpose of a metrics pack?
A) To form a blueprint of a customer's business logic
B) To align with a Metadata Framework object
C) To gather information on a customer's data sourcing requirements
D) To provide a logical group of data items to generate related measures and reporting breakdowns
Solutions:
| Question # 1 Answer: B | Question # 2 Answer: A,D | Question # 3 Answer: A,C,D | Question # 4 Answer: B | Question # 5 Answer: D |
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