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These questions are similar to the ones asked in the actual Test.
How should I know? I know, because although I got my HR Certification five years back, I have re- certified with the latest version of the Associate Certification test.
Before you start here are some Key features of the HCM Associate Certification Exam
– The exam is Computer based and you have three Hours to answer 80 Questions.
– The Questions are (mostly) multiple choice type and there is NO penalty for an incorrect answer.
– Some of the Questions have more than one correct answers. You must get ALL the options correct for you to be awarded points.
– The Official Pass percentage is 65% (But this can vary). You will be told the exact passing percentage before your begin your test.
Note: Unless stated otherwise, All questions have more than one correct answer.
Q1. With reference to the HR Organization Structure, which of the following statements are true?
A. You can create several organizational plans in different plan versions.
B. The Org Structure, represents the task-related, functional structure of your enterprise, created using tools from the Organizational Management component.
C. A Matrix Organization structure is possible but cannot coexist with a hierarchical structure.
D. If Integration with Personnel Administration is active, the personal data for the staff assignments comes from the Personnel Administration component.
E. If the enterprise organization is active, account assignment data can be obtained from CRM
A, B, D
You can create several organizational plans in different plan versions.
This provides you with the following options in Organizational Management:
• In one plan version, you depict your current valid organizational plan, which you use for your current business processes (evaluations, Workflow, personnel planning, for example).
• In additional plan versions, you can depict organizational plans as planning scenarios (for Business Process Re-Engineering, for example).
You can compare the current organizational plan with the planning scenarios and transfer data from the simulated structures into the current organizational plan.
You normally create organizational plans by assigning objects of the following types to each other:
• Organizational Unit
The main elements of an organizational plan are
• An organizational structure, which depicts the reporting structure and task distribution at the organizational unit (for example, department) level
• Staff assignments for each organizational unit, which list current persons (employees), users, and vacancies
Organizational plans are generally related to objects from other components.
• If Integration with Personnel Administration is active, the personal data for the staff assignments comes from the Personnel Administration component.
These functional (organizational plan) and administrative (personnel and enterprise structures) structures come into contact if a person is assigned to an organizational plan (as the holder of a position) as well as to an enterprise or personnel structure (that is, to a personnel subarea and so on).
• If the enterprise organization is active, account assignment data can be obtained from Controlling ( and NOT from CRM)
The matrix organization represents a two-dimensional hierarchy. This is based on positions reporting to more than one superior organizational object. Using the matrix organization tool, you can distribute limited resources across multiple organizational structures.
e.g. In a plant you may have a maintenance crew that is multi-talented, and thus not restricted to working in a specific work center. The pipe fitter in the crew reports to the manager of the work center where he fits pipes (functional reporting). He also reports to his own line manager (line reporting).
In a matrix organization, a vertical structure combines with a horizontal structure, that is two divisions overlap on the same hierarchical level. Here, the principles of functional reporting and line reporting intersect. The points of intersection represent positions which perform tasks for both the horizontal and vertical line.
Different variations on the horizontal and vertical systems result in different appearances of the matrix organization, for example:
• Project Matrix Organization
• Team Matrix Organization
• Product Matrix Organization
• Matrix in Connection with Legally Autonomous Units
• Matrix for Applicant Selection Procedure
Matrix organizations co-exist with hierarchical organizations. You use organizational objects to display different views within a matrix organization. You choose the views that are relevant to your business processes.
Q2. Which of the following Infotypes are used/referenced by the Benefits Administration component?
A. Family/Related Person (Infotype 0021)
B. Internal Medical Service (Infotype 0029)
C. Date Specifications (Infotype 0041)
D. Monitoring of Tasks (Infotype 0019)
A, C, D
The Benefits Administration component uses its own infotypes, but also references information stored in infotypes in the Personnel Administration (PA-PA) component.
The following table gives you an overview of these infotypes:
Family/Related Person (Infotype 0021)
These records must exist before employees can include family and related persons as dependents and beneficiaries in their benefits plans.
The From field for the begin date of the record must be a date later than the Organizational Assignment (infotype 0001) record begin date or date of birth of the individual, whichever is the later.
The Status and Challenge indicators are relevant to COBRA administration. If the person whose details you store here ever becomes eligible for COBRA, this information will define the parameters for COBRA participation.
Date Specifications (Infotype 0041)
A date specifications record for an employee can be used in certain circumstances as an override date.
Certain eligibility rules, termination rule variants and cost rule variants for some plans allow a hire date override. For this to be effective, the employee must have a date specifications record of the same type specified by the eligibility rule variant.
Monitoring of Tasks (Infotype 0019)
This infotype enables you to monitor store reminder dates for tasks. The Reminder date should be written in the format mm/dd/yyyy. The Lead/follow up time can be entered as a frequency/a time factor before or after the deadline. This is also the override value if you define both possibilities.
Q3. A work schedule consists of several different elements that can be combined much like building blocks in a variety of ways to form a complete work schedule. Which of the following elements are available within Work Schedule?
A. Holiday Work Schedules
B. Period Work Schedules
C. Personal Work Schedule
Work Schedules are generated from the system by applying the work schedule rule to a calendar. The working times defined for employee groupings and individual employees are based on these work schedules.
The following elements are available:
1. Daily Work Schedules are the smallest units of the work schedule. Daily work schedules contain the authorized working times and break times for a particular day. These times include fixed working times, flextime, as well as daily work schedules for days off.
2. Each working time model contains a combination of both working days and days off (for example, Monday to Friday = work; Saturday and Sunday = days off). This pattern of working and non-working days repeats itself within a certain period of time (one week, for example), or repeats as rotating shifts within a particular number of weeks.
This sequence of daily work schedules for particular working days and daily work schedules for days off is determined in the Period Work Schedules.
A period work schedule is assigned to employee in a Work Schedule Rule. It is also assigned to a public holiday calendar so that it can be applied to a specific calendar month.
3. Personal Work Schedules are created for each employee when you include individual time data in a work schedule meant for several employees in the time infotypes Absences (2001), Attendances (2002), Substitutions (2003) and so on.
Q4. To be able to use Shift Planning, the following data must be defined.
B. Shift Groups
C. Requirement Types
D. Shift Categories
A, B, C
You must define the following data before the actual planning process can begin, so as to ensure that the planning phase can be completed efficiently:
Specify the human resources (employees) who are to be available in the planning phase. The selection of personnel is based on operational tasks that need to be completed.
• Shift Groups
Define and group all abbreviations used for shifts or daily work schedules used in an enterprise.
• Requirements Types
Create time intervals (such as requirements on working days, Easter Monday, and Mondays) in a calendar, to allow you to define personnel requirements for them. You use these default values to start shift planning.
Q5. The absence quotas infotype is used to manage time accounts that represent employees’ absence entitlements or time credits. With reference to this infotype, which of the following statements are true?
A. Absence quotas can be stored manually or accrued automatically.
B. Absence quotas with an identical content, such as leave and time-off entitlements, are grouped into an absence quota type in Customizing
C. You can specify clock times to stipulate that only partial-day absences within this time frame may be deducted from the quota.
D. An employee can Request remuneration for the times. In this case a compensation can be recorded that can be deducted from the Quota.
A, B, C, D
You can use the infotype to manage the following time accounts, for example:
• Employees’ annual leave
• Time in lieu accounts, containing hours of overtime for which employees are permitted to claim compensatory time off
• Paid and unpaid absence entitlements, such as for illness or other life events
Accrual and deduction of absence quotas
Absence quotas can be stored in the system in the following ways:
• You can enter them manually
• The system can propose a default when an employee is hired
• The system can accrue them automatically
An employee can claim an absence quota by:
• Requesting an absence such as leave
In this case, you record an absence in the Absences infotype (2001). The absence is deducted from the quota.
Alternatively, employees can record or request their own absences using a Web application.
• Requesting remuneration for the times
In this case, you record a compensation. The compensation is deducted from the quota.
When an employee claims time from a quota, the system deducts the requested time from the quota until it is used up. The quota can only be deducted further if the Customizing settings stipulate that the quota can also be deducted up to a particular negative number.
Absence quota type
Absence quotas with an identical content, such as leave and time-off entitlements, are grouped into an absence quota type in Customizing. Absence quota types are subtypes of the Absence Quotas infotype (2006). Time accounts are managed in hours or days (Unit field), according to the absence quota type of the quota from which the absence is deducted.
Validity and deduction period
Absence quotas are only valid for a particular validity period, for example, the leave year or the month in which overtime hours were worked. The deduction period stipulates when a quota can be deducted. The deduction period need not be the same as the validity period.
Intervals of absence quotas
You assign absence quotas by defining a total entitlement an employee has to an absence for a validity and deduction period.
You can specify clock times to stipulate that only partial-day absences within this time frame may be deducted from the quota.
Absence quotas accrued in time evaluation
Absence quotas can be accumulated automatically in time evaluation. You cannot change automatically accrued absence quotas manually in the Absence Quotas infotype (2006). Instead, you use the Quota Corrections infotype (2013).
Recording absence quotas
A variety of mechanisms to simplify the recording of absence quotas. When you create an absence quota, the system can fill particular fields with default values according to your system settings. If necessary, you can overwrite the default values. It is important that you set the validity period of the record before you create it.
Q6. You can use InfoSet Query to report on data from Human Resources (HR) by using InfoSets based on HR logical databases (PNP, PNPCE, PCH, PAP). Which of the following statements regarding HR InfoSet Queries are true?
A. You need programming skills to create reports using InfoSet Queries.
B. InfoSet Query is used when you cannot meet requirements using standard reports.
C. The advantage of using Query as a template is that several users can use the query as a template at the same time without locking each other out.
D. An InfoSet Query can be output as a multi-level list.
InfoSet Query is used in HR to create reports to meet requirements that are not satisfied by standard reports. By selecting selection fields and output fields, you can access data stored anywhere within the Human Resources System. You do not require programming skills to create reports using InfoSet Query.
All query information, including the selection criteria and output, is available on a single screen.
The InfoSet query can be called directly from roles with a relevant InfoSet and be used directly by the end-user for reporting within his/her roles.
Queries that were created with the InfoSet query can also be edited with other SAP Query tools, for example with the queries component, which offers an alternative possibility for editing when maintaining queries. Conversely, queries that have been generated with other SAP Query tools can be processed with the InfoSet query.
When calling the InfoSet query, a template is assigned first (an InfoSet or an existing query) that suits your needs. You can change the selection fields and selection values used as well as the output fields and output format. These changes are temporary, meaning that all changes are lost when you leave the query (ad-hoc reporting).
The advantage is that several users can use the query as a template at the same time without locking each other out.
It is also possible to save changes thereby overwriting the available query or creating a new query.
The InfoSet query uses the SAP List Viewer (ALV) as its standard output medium. This means that after executing a query, the output list is displayed in the ALV.
Because the InfoSet query uses ALV as its standard output, the following restrictions are valid:
1. Each query can only output one list.
Queries created by the SAP Query that use a single-level list for output can contain a basic list, up to nine ranked lists, and up to nine statistics for each query.
2. The output can only be in single-level lists.
This means that you cannot distribute output fields over several lines. You can neither define nor use local fields.
Q7. The ability to meet personnel requirements is key for enterprises. It is particularly important for the development and success of expanding enterprises that they have quick access to adequate personnel.
The SAP Recruitment component has all the functions you need for working through the entire recruitment procedure, from creating applicant data to filling vacant positions. Which of the following are sub components of SAP Recruitment?
A. Organization Management
B. Selection of Applicants
C. Applicant Administration
D. Workforce Requirements and Advertising
B, C, D
SAP Recruitment is made up of the following subcomponents:
- Workforce Requirements and Advertising
- Applicant Administration
- Selection of Applicants
Each component supports a different phase of the recruitment process.
Workforce Requirements and Advertising
Your enterprise’s workforce requirements are represented in the system by vacancies. You can create vacancies manually in Recruitment. If you have an integrated system, you have access to the vacancies that are maintained in Organizational Management.
You can use Recruitment to manage advertising centrally. Advertising enables you to publicize your enterprise’s workforce requirements.
The following functions are provided for workforce requirements and advertising:
Create and manage vacancies
Manage media and recruitment instruments
Manage advertisements and advertisement costs
Assign vacancies and applications to advertisements
Use a variety of reporting options (for example, the effectiveness of recruitment
instruments and publication costs, response rate to advertised vacancies, etc.)
Administration of Applicants
Applicant administration contains the following subfunctions:
- Applicant classification
When applicant data is entered in the system, applicants can be classified as follows:
Internal or external applicants
Applicants responding to an advertisement or unsolicited applicants
- Administration of Applicant Correspondence
Recruitment enables you to automate applicant correspondence to a large extent. Depending on the applicant classification, the system automatically assigns individual letters to each applicant. You can either carry out your applicant correspondence for individual applicants or via bulk processing (if you want to save time).
Selection of Applicants
Applicant selection is process-oriented. With the Recruitment component, you can carry out an efficient, process-oriented selection procedure: The applicants first take part in a global selection process. In this procedure, you decide whether an applicant should be considered for employment in your enterprise. You can reject an applicant in this first phase, or you can decide to include them in the rest of the selection procedure.
NOTE: Organization Management is Not a component of recruitment, however, Vacancies maintained in Organizational Management are automatically available in Recruitment.
Q8. Personnel Administration is well integrated in the Human Resource component of the SAP System. If you require additional functions to those offered by Personnel Administration, you will need to set up the following application components:
A. Recruitment – Transfer applicant data when hired to Personnel Administration.
B. Organizational Structure – Automatically incorporate new employees in the organizational structure of the company
C. Compensation Management – Transfer employee compensation directly to the employees’ payment
D. Personnel Development – Trigger transfer from Personnel Development
A, B, C, D
All of the above are true.
Q9. The work schedule is the information medium for all employees who work on time- based schedules. It also contains a detailed overview of all working times.
With reference to work schedule, which of the following statements are true?
A. In work schedule, you can assign different public holiday calendars to different organizational units in your enterprise.
B. In work schedule, you can define public holidays and determine working and break times.
C. Weekly work schedules are the smallest units of a work schedule.
D. Period Work Schedules are created for each employee when you include individual time data in a work schedule meant for several employees in the time infotypes Absences (2001), Attendances (2002), Substitutions (2003) and so on.
E. It is possible to integrate work schedules with components within HR as well as other SAP Components.
A, B, E
Personal Work schedules are created for each employee when you include individual time data in a work schedule meant for several employees in the time infotypes Absences (2001), Attendances (2002), Substitutions (2003) and so on.
Daily Work Schedules are the smallest units of the work schedule. Daily work schedules contain the authorized working times and break times for a particular day. These times include fixed working times, flextime, as well as daily work schedules for days off.
In a work schedule, you can:
• Determine working and break times
• Assign different public holiday calendars to different organizational units in your enterprise
• Create work situations for your enterprise such as different shift models for different places of work, or different public holiday calendars for subsidiaries of your enterprise that are based in another area.
• Define public holidays
In this way, for example, you can distinguish between public holidays when payment demands occur. You can define, for example, that if employees work on a Christmas public holiday, the remuneration should be greater than if they work on any other public holiday. Similarly, you can also define that only employees of a specific religious denomination should be granted the relevant religious public holidays.
You do not have to define working times and break times for each employee individually; you can simply assign the separate elements of the work schedule to employee subgroup groupings and personnel subarea groupings. Work schedules become personal work schedules only when the employee is actually assigned to an employee subgroup or personnel subarea.
In this way, you get the most flexibility when designing your working time models and simultaneously save valuable time that would have been spent on data entry, as well as reducing related processing costs.
Q10. The Time Evaluation component valuates employees’ working times. With reference to Time Evaluation, which of the following statements are true?
A. Time Evaluation offers a choice of several standard processing methods such as processing external data or processing deviations.
B. Time evaluation can enable absence to be accrued automatically.
C. The results of a Time Evaluation run are logged and saved on the database for specific days.
D. You can simulate time evaluation e.g. to estimate the amount of overtime. The results are saved on the database for specific simulations.
A, B, C
The HR module provides several standard processing methods. The following are possible:
• Time evaluation for processing time data that is imported to the SAP system from time recording systems
• Time evaluation for time management where only deviations to the work schedule are recorded, and not all employees’ attendance times
• Time evaluation for processing time data where the duration of work performed, and not the start and end times, is required for checking working time regulations, overtime determination, and so on
• Time evaluation for evaluating planned working times in future periods, for example, to receive an overview of the anticipated level of overtime
• Time evaluation for automatically accruing absence entitlements
Time Evaluation Results
• Time evaluation determines overtime and bonus wage types and automatically takes account of public holidays, weekdays, or conditions on the duration or time of work performed.
• Time evaluation enables you to administrate time accounts, which can be individually defined. If necessary, it can check to ensure that values do not exceed or fall short of value limits.
• Time evaluation issues messages when specific situations occur, for example, or if working time regulations are not adhered to. You can define your own messages for any situation. You can also order time evaluation to abort if particular errors occur.
• You can display a statement of the balances determined each day for employees’ information.
Technical Features of Time Evaluation
• You can modify time evaluation processing rules to suit the specific requirements of your enterprise.
• The process flow and results of a time evaluation run are logged and can be displays in different levels of detail.
• The results are saved to the database for specific days. This enables the results to be monitored for exact days, and it guarantees a recalculation without gaps.
• A recalculation of periods that have already been evaluated is triggered automatically if changes are made to an employee’s time data or important master data after the first time evaluation run.
• You can simulate time evaluation to estimate the amount of overtime or to calculate the expected absence entitlements, for example. The results determined in a simulation are not saved to the database.
Q11. The workflow Approve Employee’s Attendance Rebooking (PE_APPROVE03) lets you approve and carry out an employee’s attendance rebooking that requires approval. Which of the following are prerequisites to enable this?
A. You have activated (value X) the switch WORKF ACTIV in table T77S0.
B. The workflow event moveRequested of the Business Object PDRELA_025 has been used to maintain the triggering event.
C. The workflow is triggered when an employee who is not authorized to cancel or book attendance at an event him or herself, submits a request to be rebooked for another event date in the Employee Self-Service My Bookings.
A, B, C
The following prerequisites hold true:
• You have activated (value X) the switch WORKF ACTIV in table T77S0.
• The workflow event moveRequested of the Business Object PDRELA_025 has been used to maintain the triggering event.
• Agent assignment in step 13 Approve Attendance Rebooking has been maintained (for example, supervisor role 00000168).
• Agent assignment in step 90 Manually Rebook Event Attendance has been maintained (for example, Training Administrator role SAP_HR_TRAININGADMIN).
• If the workflow is to be triggered from the Employee Self-Service My Bookings (PV8I), you must ensure that the user authorizations have been maintained accordingly (no authorization to rebook/cancel ® workflow event generation).
The workflow is triggered when an employee who is not authorized to cancel or book attendance at an event him or herself, submits a request to be rebooked for another event date (workflow event PDRELA_025 ® MOVEREQUESTED) in the Employee Self- Service My Bookings (PV8I).
A work item is generated for the employee’s supervisor, enabling the supervisor to process the rebooking request. The supervisor can decide to approve or reject the request.
If the supervisor approves the rebooking request, the employee is automatically rebooked for another event. The system then checks whether the booking was successful. If attendance was successfully rebooked, the employee receives automatic notification by mail that the booking has been made.
If errors occurred in the automatic booking, a work item is generated for the administrator responsible (role administrator training SAP_HR_PE_TRAININGADMIN) who can then make the booking manually.
If the supervisor rejects the rebooking request, the employee is notified by mail that the request has been rejected.
Any of the following events can end the workflow:
• The supervisor rejects the rebooking request. The employee is automatically informed by mail.
• The supervisor approves the rebooking request and the booking is made successfully. The employee is notified of this by mail.
• The supervisor approves the rebooking request but an error occurs with the automatic booking. In this case, the administrator receives a work item in his or her workflow inbox.
• The employee submits a request to cancel the requested rebooking. This can result in the workflow Employee’s Attendance Cancellation (PE_APPROVE02) being called.
• The employee submits a request to cancel the original attendance booking. This can result in the workflow Employee’s Attendance Cancellation (PE_APPROVE02) being called.
• In the Employee Self-Service Training Center (PV7I) the employee submits a new attendance request for the business event for which he or she originally wanted to be rebooked. This can result in the workflow Approve Employee’s Attendance Booking (PE_APPROVE01) being called.
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