Week 9 - HCM Flashcards

(28 cards)

1
Q
  1. What does the HCM Organizational Structure represent?
    A. Financial reporting hierarchy
    B. Structural and personnel organization of a company
    C. Product distribution channels
    D. External stakeholder relationships
A

B. Structural and personnel organization of a company

Explanation: The HCM Organizational Structure illustrates the company’s internal structure, including hierarchies and employee responsibilities.

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2
Q
  1. Which of the following is NOT part of the HCM Enterprise Structure?
    A. Company Code
    B. Personnel Area
    C. Personnel Subarea
    D. Cost Center
A

D. Cost Center

Explanation: Cost Center is part of the Organizational Plan, not the Enterprise Structure.

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3
Q
  1. What defines an employee’s position within the company in HCM?
    A. Personnel Number
    B. Organizational Unit
    C. Personnel Structure
    D. Cost Element
A

C. Personnel Structure

Explanation: The Personnel Structure includes employee group and subgroup, defining their role and regulations.

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4
Q
  1. Which of the following is an example of an Employee Subgroup?
    A. Active
    B. External
    C. Commercial Clerk
    D. Retiree
A

C. Commercial Clerk

Explanation: Commercial Clerk is a subgroup within an employee group like Active or External.

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5
Q
  1. What object in the Organizational Plan describes general tasks for a position?
    A. Person
    B. Job
    C. Cost Center
    D. Personnel Number
A

B. Job

Explanation: A Job is a general description of tasks and is assigned to positions.

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6
Q
  1. What is the central identifier for an employee in SAP HCM?
    A. Employee Group
    B. Personnel Number
    C. Cost Center
    D. Infotype
A

B. Personnel Number

Explanation: The Personnel Number uniquely identifies an employee in the system.

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7
Q
  1. What is a Reference Personnel Number used for?
    A. To track payroll
    B. To identify a department
    C. To map different contractual relationships
    D. To assign cost centers
A

C. To map different contractual relationships

Explanation: It links multiple roles or contracts of the same person in the system.

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8
Q
  1. What are Infotypes in SAP HCM?
    A. Employee roles
    B. Organizational units
    C. Structured data fields for employee information
    D. Payroll categories
A

C. Structured data fields for employee information

Explanation: Infotypes are logical groupings of employee data, each with a unique ID.

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9
Q
  1. Which time constraint allows only one record at a time (e.g., permanent residence)?
    A. Time Constraint 1
    B. Time Constraint 2
    C. Time Constraint 3
    D. Time Constraint 4
A

A. Time Constraint 1

Explanation: Time Constraint 1 ensures only one valid record exists at a time.

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10
Q
  1. Which method is NOT used to maintain infotypes?
    A. Single infotype maintenance
    B. Personnel action
    C. Fast entry
    D. Payroll processing
A

D. Payroll processing

Explanation: Payroll processing is not a method for maintaining infotypes.

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11
Q
  1. What is the purpose of the Recruitment process in SAP HCM?
    A. To manage payroll
    B. To evaluate employee performance
    C. To select and hire applicants
    D. To assign cost centers
A

C. To select and hire applicants

Explanation: Recruitment involves selecting and hiring applicants, both internally and externally.

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12
Q
  1. What is the difference between Applicant Group and Applicant Range?
    A. Group is for payroll; Range is for benefits
    B. Group is for job titles; Range is for departments
    C. Group classifies employment type; Range classifies functional or hierarchical criteria
    D. Group is for internal use only
A

C. Group classifies employment type; Range classifies functional

Explanation: Applicant Group defines employment type (e.g., working student), while Applicant Range classifies by function or hierarchy (e.g., manager).

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13
Q
  1. What tool is used to compare employee qualifications with job requirements?
    A. Infotype
    B. Profile Matchup
    C. Personnel Action
    D. Cost Center
A

B. Profile Matchup

Explanation: Profile Matchup compares qualifications and requirements to identify training needs or over/underqualification.

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14
Q
  1. What is a Qualification Catalog used for?
    A. To store payroll data
    B. To define and group qualifications
    C. To manage cost centers
    D. To assign personnel numbers
A

B. To define and group qualifications

Explanation: The Qualification Catalog organizes qualifications into groups for easier management and assignment.

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15
Q
  1. What is the purpose of Succession Planning in Talent Management?
    A. To assign payroll codes
    B. To manage employee absences
    C. To ensure continuity in key positions
    D. To track travel expenses
A

C. To ensure continuity in key positions

Explanation: Succession Planning ensures that key roles are filled by qualified candidates when needed.

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16
Q
  1. What is the goal of Performance Management in SAP HCM?
    A. To track attendance
    B. To manage payroll
    C. To evaluate employee performance and set goals
    D. To assign cost centers
A

C. To evaluate employee performance and set goals

Explanation: Performance Management involves setting goals, evaluating performance, and adjusting compensation.

17
Q
  1. What are the possible statuses of an appraisal in Performance Management?
    A. Draft, Final, Archived
    B. In Preparation, In Process, Completed, Approved, Rejected
    C. Pending, Active, Closed
    D. Open, Reviewed, Finalized
A

B. In Preparation, In Process, Completed, Approved, Rejected

Explanation: These statuses reflect the lifecycle of an appraisal in SAP HCM.

18
Q
  1. What is the purpose of Personnel Controlling?
    A. To manage payroll
    B. To track employee attendance
    C. To generate reports and analyze HR data
    D. To assign training courses
A

C. To generate reports and analyze HR data

Explanation: Personnel Controlling enables reporting and analysis of HR data using tools like standard reports, HIS, and Ad-hoc Queries.

19
Q
  1. What is the Manager’s Desktop (MDT) used for?
    A. Payroll processing
    B. Employee self-service
    C. Managerial reporting and transactions
    D. Recruitment only
A

C. Managerial reporting and transactions

Explanation: MDT allows managers to access reports and perform HR transactions based on organizational structure.

20
Q
  1. What is the purpose of Employee Self-Service (ESS)?
    A. To allow HR to update employee data
    B. To let employees manage their own data and tasks
    C. To assign cost centers
    D. To process payroll
A

B. To let employees manage their own data and tasks

Explanation: ESS enables employees to update personal data, submit expenses, and register for training independently.

21
Q
  1. What is the main difference between SAP ERP and SAP BI in Personnel Controlling?
    A. SAP ERP is used for payroll; SAP BI is used for recruitment
    B. SAP ERP focuses on process implementation; SAP BI focuses on analysis and knowledge generation
    C. SAP ERP is historical; SAP BI is real-time
    D. SAP ERP is used by employees; SAP BI is used by managers
A

B. SAP ERP focuses on process implementation; SAP BI focuses on analysis and knowledge generation

Explanation: SAP ERP supports business process execution, while SAP BI is designed for data analysis and insights.

22
Q
  1. What is the purpose of the Ad-hoc Query tool in SAP HCM?
    A. To manage payroll
    B. To create user-defined reports from HR data
    C. To assign cost centers
    D. To process recruitment applications
A

B. To create user-defined reports from HR data

Explanation: Ad-hoc Queries allow users to select fields and generate custom reports from various HCM components.

23
Q
  1. What does the Human Resource Information System (HIS) analyze?
    A. Payroll data
    B. Organizational structure
    C. Employee benefits
    D. Recruitment status
A

B. Organizational structure

Explanation: HIS enables analysis based on the organizational structure, supporting strategic HR decisions.

24
Q
  1. What is the Manager’s Desktop (MDT) used for?
    A. Employee self-service
    B. Payroll processing
    C. Managerial access to reports and HR transactions
    D. Recruitment only
A

C. Managerial access to reports and HR transactions

Explanation: MDT provides managers with access to reports and HR functions based on organizational structure.

25
25. What is Employee Self-Service (ESS)? A. A tool for HR to manage employee data B. A web-based interface for employees to manage their own data and tasks C. A payroll processing system D. A recruitment portal
B. A web-based interface for employees to manage their own data and tasks ## Footnote Explanation: ESS allows employees to update personal data, submit expenses, and register for training independently.
26
26. What is Manager Self-Service (MSS)? A. A payroll tool for managers B. A recruitment system C. A central web-based access point for managers to manage HR and finance data D. A training portal
C. A central web-based access point for managers to manage HR and finance data ## Footnote Explanation: MSS enables managers to access enterprise-wide HR and finance data and perform tasks like hiring and planning.
27
27. Which of the following is NOT an activity supported by ESS? A. Submitting travel expenses B. Approving recruitment applicants C. Updating bank data D. Registering for training courses
B. Approving recruitment applicants ## Footnote Explanation: Approving applicants is a managerial task handled via MSS, not ESS.
28
28. What is the goal of using Business Intelligence in SAP HCM? A. To process payroll B. To manage employee benefits C. To generate insights and support decision-making D. To assign cost centers
C. To generate insights and support decision-making ## Footnote Explanation: BI is used for comprehensive analysis and knowledge generation from HR data.