Which of the following are examples of how SAP Business Al can add value in the area of talent
management?Note: There are 2 correct answers to this questio n.
A C
Explanation:
The correct answers—directly from the “Use Cases for SAP Business AI for Talent Management”
lesson on learning.sap.com—are:
✅
A. Recruiters and hiring managers can use AI to generate and modify job descriptions and
interview questions.
•
Specifically, "Recruiters and hiring managers can use AI to generate job descriptions and
recommend interview questions."
✅
C. People managers can accelerate key decision-making by quickly identifying employee skills
gaps.
•
The lesson states: "People managers can accelerate key decision-making by quickly
identifying employee skills gaps." learning.sap.com
B is a valid use case—but it's described under SAP Business Technology Platform (BTP) in the context
of onboarding process automation, not SAP Business AI.
D refers to the Opportunity Marketplace, which is used for career growth recommendations—not
content curation via AI. The relevant AI-powered feature is actually the Talent Intelligence Hub, not
the Opportunity Marketplace.
Correct selections: A and C.
Which of the following are tracitionally considered pilars of human resource management?Note:
There are 3 correct ansviers o this question
A B C
Explanation:
Based on the official SAP SuccessFactors documentation on learning.sap.com, the three traditionally
recognized pillars of Human Resource Management are:
✅
A. Learning and development
•
Confirmed as one of the "traditional four pillars of human resource management" in SAP
SuccessFactors: recruiting, learning and development, performance management, and
compensation management.
✅
B. Core HR and payroll
•
While not listed among those same four pillars, Core HR and Payroll is a foundational,
administrative cornerstone of HR—explicitly part of the SAP SuccessFactors platform’s core HR
capabilities, often grouped under "Core HR"
✅
C. Talent management
•
TALENT MANAGEMENT encompasses recruiting, performance, and development—directly
aligning with several of those key pillars and commonly referenced as a central HR domain in
SuccessFactors suite architecture.
Final selections (3 correct): A, B, and C
What i the purpose of total workforce management from SAP?
A
Explanation:
A . Providing a clear view of the entire workforce — As stated on learning.sap.com, “Total Workforce
Management from SAP helps the organization establish a clear view of the entire workforce”,
including full-time, part-time, and contingent workers.
The other options don’t match the SAP description exactly:
•
B refers only to full-time employees, but Total Workforce Management covers all workforce
segments — internal and external — not just full-time .
•
C mentions analyzing historical data for strategic planning. While SAP solutions include
analytics, this isn’t listed as the core purpose of Total Workforce Management on learning.sap.com.
•
D says “automating only manual processes.” The site describes reducing manual effort, but
that isn’t the sole purpose — it’s part of a broader goal including visibility and proactive
management.
Correct answer: A.
How oes SAP SuccessFactors support HR leaders with the help ofAl agents?
B
Explanation:
Solution:
B . By streamlining workforce planning, enhancing employee interactions, and optimizing HR
processes — according to learning.sap.com, SAP SuccessFactors (part of the SAP Business Suite) uses
AI agents to help HR leaders by:
•
Automating and improving workforce planning through autonomous analysis of SAP and
third-party data
•
Enabling more engaging, AI-driven employee experiences
•
Optimizing HR processes for greater efficiency.
The other options are not applicable:
•
A focuses on supplier information and workflows, which is outside the HR domain.
•
C addresses customer behavior and churn — that's a sales/marketing use case, not HR.
•
D relates to supply chain challenges, not the HR capabilities of SuccessFactors.
Correct answer: B.
Which o the following are key business value crivers for SAP SuccessFactors Talent Management
solutions?Note: There are 2 correct ansviers o this question
B D
Explanation:
B . Reduction in turnover — SAP SuccessFactors Workforce Analytics can deliver a 5–10% reduction in
employee turnover, which is cited as a key value driver of talent management solutions.
✅
D. Reduction in time to hire — SAP highlights that Recruiting and Onboarding can yield a 25–40%
reduction in time to hire, making this another core business value of the suite learning.sap.com.
The other options are not directly listed as key business value drivers on learning.sap.com:
•
A. Increased customer engagement is unrelated to HR/talent management solutions.
•
C. Usability of analytics tools may be beneficial, but it's not presented as a primary business
value driver in the specified context.
Correct answers: B and D.
What can organizations accomplish by leveraging SAP SuccessFactors HCM with SAP Business
Technology Platforn?Note: There are 2 correct answers to this questio n.
A B
Explanation:
Thank you for summarizing.
✅
Confirmed from learning.sap.com:
The correct answers to the question “What can organizations accomplish by leveraging SAP
SuccessFactors HCM with SAP Business Technology Platform?” are:
✅
A. Integrate and connect HR data, processes, and people to cloud-based, on-premise, and hybrid
landscapes.
SAP BTP, through services like the SAP Integration Suite, allows organizations to unify and connect
data and processes from various HR systems—including hybrid and legacy systems.
✅
B. Use BTP process automation tools to streamline manual, repetitive, and error-prone tasks.
SAP BTP supports low-code/no-code automation, enabling the elimination of manual entries,
reducing errors, and increasing operational efficiency in HR tasks.
❌
C. Provide employees with AI-generated recommendations for learning and development.
This is a feature of SAP Business AI (Joule), not directly a result of the HCM + BTP combination.
❌
D. Ensure that the organization uses the latest release and is running with cloud-compliant
extensions and customizations.
This pertains to release management and extensibility governance, not a direct benefit of leveraging
SAP BTP with SuccessFactors HCM.
✔
Final correct answers from learning.sap.com: A and B.
Which of the following are critical factors in managing core HR processes?Note: There are 2 correct
ansviers to this question
A C
Explanation:
A . The ability to equip employees with self-service tools — SAP SuccessFactors Employee Central
provides self-service portals that enable employees and managers to update personal and
organizational data directly, reducing manual intervention and empowering users.
✅
C. The ability to automate HR workflows — Employee Central includes configurable business
rules and workflow automation for processes like event triggers, approvals, and alerts, streamlining
operations and reducing errors.
❌
B. The ability to create interactive analytics and reports — While reporting is supported, this is
not typically labeled as a critical factor in core HR process management on learning.sap.com.
❌
D. The use of AI to eliminate human interaction in HR workflows — Learning.sap.com focuses on
automation and self-service, but does not endorse total elimination of human interaction in core HR
workflows.
Final correct answers (per learning.sap.com): A and C.
Which of the following best describes the concept of people sustainabilty?
C
Explanation:
C . Treating people ethically and fairly — According to learning.sap.com, “People Sustainability …
focuses on treating people … ethically and fairly” across the workforce, supply chains, and
communities.
The other choices don’t align with the core definition of people sustainability on learning.sap.com:
•
A. Paying employees a living wage — While important, it’s a specific action, not the broad
concept.
•
B. Identifying the skills required to support sustainability initiatives — That’s tied to talent
management and sustainability skills, but not the overarching definition.
•
D. Providing employees with benefits such as healthcare — Important for employee well-
being, but still part of tactical benefits rather than the concept itself.
Final correct answer: C. Treating people ethically and fairly.
Which underlying technology supports the HCM tools provided ith the SAP SuccessFactors HCM
stite?
B
Explanation:
Solution:
B . Machine Learning — The SAP SuccessFactors HCM suite is supported by underlying technologies,
including
SAP Business AI, which leverages machine learning capabilities to enhance its HCM tools.
❌
A. SAP Business Technology Platform — While SAP BTP is used to extend and integrate HCM
solutions, it is not listed as an underlying technology that directly supports the core HCM tools.
❌
C. Data Warehousing — Not referenced as a foundational technology for SuccessFactors HCM
tools on learning.sap.com.
❌
D. Predictive Analytics — Although analytics capabilities are present, they are part of SAP
Business AI and not separately highlighted as an underlying technology.
Correct answer (per learning.sap.com): B only.
What does the Develop to Grow process emphasize?
B
Explanation:
Solution:
B . Setting employee goals and their continuous growth
According to learning.sap.com, the Develop to Grow process focuses on the entire employee
development journey: defining and aligning personal and organizational goals, facilitating continuous
performance management, enabling coaching and mentoring, and enabling learning to support
ongoing skill and career growth.
The other options are not applicable:
•
A. Attracting talented candidates is associated with the Recruit to Onboard process, not
Develop to Grow.
•
C. Onboarding new hires also falls under Recruit to Onboard, not the development phase.
•
D. Evaluating potential candidates is part of recruitment, not the focus of Develop to Grow.
Final correct answer from learning.sap.com: B. Setting employee goals and their continuous growth.
Which of the following are features of SAP SuccessFactors Recruting?Note: There are 2 correct
answers to this questio n.
B C
Explanation:
Solution:
B . AI features for job description content generation and candidate skills matching
SAP SuccessFactors Recruiting includes intelligent tools that help recruiters generate job
descriptions, prepare interview questions, and match candidate skills to roles automatically.
✅
C. Automated job distribution to job boards and sourcing channels
The solution supports seamless, automated job posting to multiple job boards and sourcing
channels, optimizing reach and tracking performance efficiently.
❌
A. Ability to automate the candidate-to-employee conversion process
That’s a feature of SuccessFactors Onboarding, not Recruiting.
❌
D. Automatic candidate screening and final selection
While AI-assisted screening is available, automatic final selection is not a Recruiting feature listed on
learning.sap.com.
Final correct answers: B and C.
Which of the following are key capabiltes of the SAP SuccessFactors Talent Management Suite?Note:
There are 2 correct ansviers o this question
A C
Explanation:
Solution:
A . AI-driven career growth and development
Learning.sap.com highlights that the SAP SuccessFactors Talent Management Suite offers AI-driven
career growth and development, providing personalized skill gap identification, growth portfolios,
and career development recommendations.
✅
C. Continuous performance management
The suite emphasizes continuous performance management, enabling ongoing performance and
goals tracking, real-time feedback, and alignment with organizational priorities.
❌
B. Sales performance management – This is outside the scope of the Talent Management Suite,
focusing instead on sales-specific performance processes.
❌
D. Employee data management – Core HR (handled by Employee Central) manages employee
data, not the Talent Management Suite.
Final correct answers (from learning.sap.com): A and C.
Which of the following features in SAP SuccessFactors Work Zone enhance employee prodictivty and
engagement?Note: There are 2 correct ansviers o this question
A B
Explanation:
A . Collaborative workspaces – SAP SuccessFactors Work Zone provides collaborative workspaces
that help break down silos, encourage team interaction, and foster engagement across the
organization.
✅
B. Personalized guided experiences – The platform offers personalized, role-based guided
experiences to streamline processes and present the most relevant content and tasks to each
employee, enhancing productivity and satisfaction .
❌
C. Data-driven payroll insights – That's a feature of Employee Central Payroll, not Work Zone.
❌
D. Role-based security and compliance – While important, security and compliance features are
foundational, not specifically highlighted as productivity or engagement enhancers in Work Zone.
Final answer (from learning.sap.com): A and B.
Which of the following does SAP SuccessFactors Employee Central oferfor real-time workforce
insights?
B
Explanation:
B . Headcount reporting metrics — As noted on learning.sap.com, SAP SuccessFactors Employee
Central delivers real-time workforce insights, including headcount reporting across more than 100
locales, through interactive organizational charts and live data visualization learning.sap.com.
❌
A. Real-time gamification for employee learning — This feature is not mentioned as part of
Employee Central’s real-time insights.
❌
C. Automated future workforce assignment — Workforce planning is not referenced in the
context of real- time insights in Employee Central.
❌
D. Reskilling workforces at scale — Reskilling is covered in talent and learning modules, not as
part of Employee Central’s real-time analytics.
Final correct answer (from learning.sap.com): B. Headcount reporting metrics.
What are the five key pillars of SAP SuccessFactors HCM that support the business needs of Chief
Human Resoutce Officers?
B
Explanation:
B . Core HR, Time and Payroll | Talent Acquisition | Learning and Talent Management | Workforce
Analytics and Planning | HR Compliance
On learning.sap.com, SAP SuccessFactors HCM is structured around five key pillars that support
CHROs’ needs:
•
Core HR, Time & Payroll
•
Talent Acquisition (recruiting/onboarding)
•
Learning & Talent Management
•
Workforce Analytics & Planning
•
HR Compliance
This aligns precisely with option B, encompassing all five essential pillars discussed for CHRO-focused
business support.
The other options either miss crucial components (like Time & Payroll or Analytics) or include
unrelated pillars (e.g., Integrated Business Planning or Working Capital).
Final correct answer: B.