EXAM C_THR95_2411 QUESTIONS EXAM INSTANT DOWNLOAD | UPDATED C_THR95_2411: SAP CERTIFIED ASSOCIATE - IMPLEMENTATION CONSULTANT - SAP SUCCESSFACTORS CAREER DEVELOPMENT PLANNING AND MENTORING

Exam C_THR95_2411 Questions Exam Instant Download | Updated C_THR95_2411: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Career Development Planning and Mentoring

Exam C_THR95_2411 Questions Exam Instant Download | Updated C_THR95_2411: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Career Development Planning and Mentoring

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SAP C_THR95_2411 Exam Syllabus Topics:

TopicDetails
Topic 1
  • Creating Mentoring Programs: This segment evaluates proficiency in designing and implementing mentoring programs within the SAP ecosystem. SAP Consultants will delve into creating initiatives that foster collaboration and professional growth, supporting long-term employee development goals.
Topic 2
  • Managing Clean Core: This topic introduces SAP Consultants to the principles of maintaining a clean core in SAP SuccessFactors. It emphasizes best practices for ensuring minimal system customization to facilitate easier upgrades and maintenance. The topic evaluates the knowledge required to align system integrity with business needs.
Topic 3
  • Enabling Development Goal Plans: SAP Consultants will explore methods to create and manage development goals effectively. This topic highlights structuring employee career paths and supporting growth, testing the skills needed to design and manage actionable plans.
Topic 4
  • Configuring Learning Activities: In this topic, SAP Consultants acquire skills in setting up learning activities that enhance employee development plans. The configuration process ensures learning initiatives are seamlessly integrated into the career development framework for optimal impact.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Career Development Planning and Mentoring Sample Questions (Q63-Q68):

NEW QUESTION # 63
Your customer wants to have the option to display and create development goals from the Career Worksheet.Which of the following configuration requirements are needed to achieve this?Note: There are 3 correct answer to this question

  • A. The development plan default template must have a competency field
  • B. The development_goals field must be defined in field-permission.
  • C. The development_goals field must be defined in Career Worksheet.
  • D. The Career Worksheet default template must have a competency field.
  • E. The development_goals field must be defined in the development plan.

Answer: B,D,E


NEW QUESTION # 64
You need to allow users to select behaviors when they add a new development goal. What do you need to do?

  • A. Set the viewdefault tag to On in the competency field definition.
  • B. Modify the competencies field type in Manage Templates.
  • C. Set the field-format tag to use behaviors.
  • D. Set the field-format tag to use attributes.

Answer: C


NEW QUESTION # 65
Which fields are mandatory for catalog learning in the Learning Activity template?Note: There are 3 correct answer to this question.

  • A. assignee
  • B. learning-activity-deep-link
  • C. completed_date
  • D. dev_goals
  • E. activity

Answer: A,C,D


NEW QUESTION # 66
To set up career paths manually in the system, which options need to be enabled?Note: There are 2 correct answers to this question.

  • A. Manage Career Path
  • B. General User Permissions
  • C. Miscellaneous Permissions
  • D. Manage Suggested Roles

Answer: A,C


NEW QUESTION # 67
You add a role to your career worksheet that has two competencies: Customer Focus and Communication. The scale on the career worksheet is a 5 point scale (lowest score 1 and highest score 5).For the Customer Focus competency, the expected rating is 4 and your last rating is 3.For the Communication competency, the expected rating is 4 and your last rating is 3.What is the result in the readiness meter?Note: There are 2 correct answers to this question.

  • A. With the new role readiness calculation, the result is a lower score than with the old role readiness calculation.
  • B. With the old role readiness calculation, the result is a score of 0% which is lower than the new calculation.
  • C. With the new role readiness calculation, the result is a higher score than with the old role readiness calculation.
  • D. With the old role readiness calculation, the result is a score of 75% which is higher than the new calculation.

Answer: B,C


NEW QUESTION # 68
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