Week 9 - HCM Flashcards
(28 cards)
- 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
B. Structural and personnel organization of a company
Explanation: The HCM Organizational Structure illustrates the company’s internal structure, including hierarchies and employee responsibilities.
- Which of the following is NOT part of the HCM Enterprise Structure?
A. Company Code
B. Personnel Area
C. Personnel Subarea
D. Cost Center
D. Cost Center
Explanation: Cost Center is part of the Organizational Plan, not the Enterprise Structure.
- What defines an employee’s position within the company in HCM?
A. Personnel Number
B. Organizational Unit
C. Personnel Structure
D. Cost Element
C. Personnel Structure
Explanation: The Personnel Structure includes employee group and subgroup, defining their role and regulations.
- Which of the following is an example of an Employee Subgroup?
A. Active
B. External
C. Commercial Clerk
D. Retiree
C. Commercial Clerk
Explanation: Commercial Clerk is a subgroup within an employee group like Active or External.
- What object in the Organizational Plan describes general tasks for a position?
A. Person
B. Job
C. Cost Center
D. Personnel Number
B. Job
Explanation: A Job is a general description of tasks and is assigned to positions.
- What is the central identifier for an employee in SAP HCM?
A. Employee Group
B. Personnel Number
C. Cost Center
D. Infotype
B. Personnel Number
Explanation: The Personnel Number uniquely identifies an employee in the system.
- 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
C. To map different contractual relationships
Explanation: It links multiple roles or contracts of the same person in the system.
- What are Infotypes in SAP HCM?
A. Employee roles
B. Organizational units
C. Structured data fields for employee information
D. Payroll categories
C. Structured data fields for employee information
Explanation: Infotypes are logical groupings of employee data, each with a unique ID.
- 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. Time Constraint 1
Explanation: Time Constraint 1 ensures only one valid record exists at a time.
- Which method is NOT used to maintain infotypes?
A. Single infotype maintenance
B. Personnel action
C. Fast entry
D. Payroll processing
D. Payroll processing
Explanation: Payroll processing is not a method for maintaining infotypes.
- 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
C. To select and hire applicants
Explanation: Recruitment involves selecting and hiring applicants, both internally and externally.
- 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
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).
- What tool is used to compare employee qualifications with job requirements?
A. Infotype
B. Profile Matchup
C. Personnel Action
D. Cost Center
B. Profile Matchup
Explanation: Profile Matchup compares qualifications and requirements to identify training needs or over/underqualification.
- 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
B. To define and group qualifications
Explanation: The Qualification Catalog organizes qualifications into groups for easier management and assignment.
- 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
C. To ensure continuity in key positions
Explanation: Succession Planning ensures that key roles are filled by qualified candidates when needed.
- 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
C. To evaluate employee performance and set goals
Explanation: Performance Management involves setting goals, evaluating performance, and adjusting compensation.
- 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
B. In Preparation, In Process, Completed, Approved, Rejected
Explanation: These statuses reflect the lifecycle of an appraisal in SAP HCM.
- 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
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.
- What is the Manager’s Desktop (MDT) used for?
A. Payroll processing
B. Employee self-service
C. Managerial reporting and transactions
D. Recruitment only
C. Managerial reporting and transactions
Explanation: MDT allows managers to access reports and perform HR transactions based on organizational structure.
- 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
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.
- 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
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.
- 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
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.
- What does the Human Resource Information System (HIS) analyze?
A. Payroll data
B. Organizational structure
C. Employee benefits
D. Recruitment status
B. Organizational structure
Explanation: HIS enables analysis based on the organizational structure, supporting strategic HR decisions.
- 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
C. Managerial access to reports and HR transactions
Explanation: MDT provides managers with access to reports and HR functions based on organizational structure.