C_BCHCM_2502 SAP Certified Associate - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions Questions and Answers

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. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Configuring Workflows in SAP SuccessFactors Employee Central, https://learning.sap.com/learning-journeys/configure-sap-successfactors-employee-central-core/configuring-workflows-during-implementation_a0840dea-10fb-4626-bd53-7c3795cbf3b8 - "While employees and managers are responsible for keeping their data accurate, the HR Operations team plays a key role in reviewing and approving these changes.")

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. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Identifying the End-to-End Capabilities of SAP SuccessFactors Talent Management, https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-talent-management/identifying-the-end-to-end-capabilities-of-sap-talent-management - "The Develop to Grow process helps employees grow through goal setting, performance reviews, skill development, and access to mentorship and learning ...")

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. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Maximizing Value by Pairing SAP SuccessFactors Core HR and Payroll with the SAP Business Technology Platform, https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-core-hr-and-payroll/maximizing-value-by-pairing-core-hr-and-payroll-with-the-sap-business-technology-platform)

B. Attributes Library — The Talent Intelligence Hub features a centralized repository (the Attributes Library) where organizations define and manage people attributes like competencies and skills. D. Growth Portfolio — This is the employee-facing component where individuals maintain and evolve their own personal attributes, aided by AI-driven skill recommendations. E. Skills Ontology — Although not always labeled exactly as such, the solution supports a structured and tagged classification framework (skills ontology) underpinning the Attributes Library and Growth Portfolio. A. SAP Business AI is not a direct component of the Talent Intelligence Hub—it’s the broader AI technology that powers it. C. Recruiting Dashboard belongs to SuccessFactors Recruiting, not the Talent Intelligence Hub. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Identifying the End-to-End Capabilities of SAP Talent Management,https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-talent-management/identifying-the-end-to-end-capabilities-of-sap-talent-management )

D. Through real-time time valuation and continuous payroll — As confirmed on learning.sap.com, SAP SuccessFactors Employee Central Payroll ensures higher payroll accuracy by leveraging real-time payroll valuation and continuous payroll processing. This approach allows for ongoing evaluation of payroll data and error detection before the final payroll run, ensuring employees are paid accurately and on time. C. Through the use of intelligent dashboards and reports — The solution also employs intelligent dashboards and reporting tools, providing real-time insights and visualizations that help identify and resolve potential payroll inaccuracies. A. Providing quarterly payroll evaluation review sessions — Not mentioned as a payroll accuracy mechanism in the source. B. Providing automatic end-of-month payment reviews — The emphasis is on continuous, real-time evaluation, not specific end-of-month reviews. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Analyzing Core HR and Payroll with Business Processes and Dependencies,https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-core-hr-and-payroll/analyzing-core-hr-and-payroll-with-business-processes-and-dependencies )

B. Performance Management, Onboarding, and Recruiting — As outlined on learning.sap.com, SAP SuccessFactors Talent Management includes modules across the employee lifecycle, specifically: Recruiting; Onboarding; Performance and Goals (Performance Management). These three are part of the Talent Management suite, supporting hiring, onboarding, and continuous performance processes. A. Recruiting, Onboarding, and Global Benefits — Global Benefits belongs to Core HR, not Talent Management. C. Recruiting, Onboarding, and Time Management — Time Management is part of Core HR (Employee Central), not Talent Management. D. Performance Management, Learning and Development, and Customer Experience — Learning and Development is Talent Management, but Customer Experience is unrelated to SAP’s Talent Management suite. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Identifying the End-to-End Capabilities of SAP Talent Management,https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-talent-management/identifying-the-end-to-end-capabilities-of-sap-talent-management )