When preparing for an interview focused on SAP SuccessFactors Employee Central, it’s important to

be ready for both technical and functional questions. Below are some common interview
questions you might encounter:

### *General Questions:*

1. *What is SAP SuccessFactors Employee Central?*
- Discuss the core functionalities and its role in the overall SAP SuccessFactors suite.
Answer : - SAP SuccessFactors HCM is a suite of cloud-based HCM software applications that
supports core HR and payroll, talent management, HR analytics and workforce planning,
and employee experience management
2. *How does Employee Central integrate with other SAP SuccessFactors modules?*
- Explain the integration points with modules like Performance & Goals, Compensation, Recruiting,
etc.
Answer : Employee Central integrates internal with other SuccessFactors products through HRIS
Sync. Human Resource Information System (HRIS) synchronization is a one-way sync of data from
Employee Central to user data tables and Employee Profile. Profile. Profile. Profile. User data tables
feed data to other modules of SAP SuccessFactors like Performance and Goals.
3. *What are the key features of SAP SuccessFactors Employee Central? *
- Highlight features like position management, employee data management, global benefits, and
time management.
Answer: - SAP SuccessFactors HCM is a suite of cloud-based HCM software applications that
supports core HR and payroll, talent management, HR analytics and workforce planning, and
employee experience management Organizations choose SAP SuccessFactors Employee Central for
its comprehensive feature set, global reach, and flexibility. Whether you're a small enterprise or a
large multinational corporation, this solution provides the tools needed to manage your workforce
effectively. Key benefits include:
Standardized HR Processes: Ensures consistency across all HR operations
Enhanced Visibility: Facilitates better decision-making through comprehensive data analytics
Improved Compliance: Supports over 100 locales, ensuring adherence to local regulations
User-Friendly Interface: Empowers employees with self-service tools and proactive alerts

Key Features of SAP SuccessFactors Employee Central

1. Employee Data Management
At the heart of SAP SuccessFactors Employee Central lies its robust employee data management
capabilities. This feature allows HR teams to maintain accurate and comprehensive employee
records, including personal information, job details, compensation data, and more. The system is
designed to handle the complexities of global operations, supporting multiple languages and
currencies.
2. Organizational Management
SAP SuccessFactors Employee Central offers dynamic organizational management tools that enable
businesses to create flexible organizational structures. This includes managing departments,
teams, and reporting lines, ensuring that the organizational hierarchy is always up-to-date and
accurately reflects the company's structure.
3. Time Management
Managing employee attendance, absences, and time-off requests can be challenging, especially for
large organizations. SAP Employee Central simplifies this process with its comprehensive time
management module. Employees can easily submit time-off requests, track their attendance, and
view their leave balances, while managers can approve requests and monitor team availability.
4. Global Benefits Administration
Administering employee benefits on a global scale requires a system that can handle diverse
requirements and regulations. SAP SuccessFactors Employee Central excels in this area, providing a
robust framework for managing various types of benefits, from health insurance to retirement
plans. The system ensures that all employees receive their entitled benefits, regardless of their
location.
5. HR Compliance Management
Compliance is a critical aspect of HR management, and SAP SuccessFactors Employee Central is
designed to help businesses stay compliant with local laws and regulations. The system supports
over 100 locales, ensuring that HR processes align with regional requirements. This includes
everything from tax regulations to labour laws, helping businesses avoid legal issues and penalties.
4. How do you integrate Employee Central externally with other products?
There is a cloud-based integration platform available for external integration.
Like - Point to Point Integration (PTP)
Like - business-to-business Integration (BTB)
5. What does the Succession Data Model contain?
The Succession Data Model controls the Employee Record. The Employee Record is divided into two
main areas: Employment and Personal Information. Employment Information houses a record of the
employee at work, including the following: job information, compensation information, and so on.
Personal Information contains a record of the employee outside of work, including the following:
home address, national ID, and contact information. Additionally,
6. What is configured in the Country -Specific Succession Data Model?
Address formats, country-specific fields, and international standards are set in the country- Specific,
succession data model.
7. What does the Corporate Data Model define?
The Corporate Data Model controls some of the corporate data (for example, location or location
group). The rest of the organizational structure (for example, legal entity, business unit, and
division and department)
8. What is defined in the Country -Specific Corporate Data Model?
The foundation objects from Corporate Data Model that need to be localized based on the
country/region are configured in Country Specific corporate data model
9. What is the propagation data model used for?
HRIS Propagation Data Model is used for the Auto Population from Foundation Tables
10. What is a DTD?
A DTD is a document type definition that defines the document structure and elements of your
XML. For example, if a new hris-element is introduced in a new release and the DTD does not
contain that element or any related attributes you will receive errors that you cannot move
11.How many data models are in SuccessFactors?
1. Corporate Data model
 Used to define the organizational structure
 The foundation objects are configured here
 There are standard hris-elements that you work with in this data model. Each element in
turn has standard and custom fields with attributes that determine their behavior on the UI.
 Associations are built in this data model
2. Country Specific (CSF) Corporate Data model
 You define the country specific features for elements already defined in the corporate Data
model
 This data model comes with some standard delivered localization elements like National ID
etc.
 You have to define a hris-element in the Corporate data model in order to specify the
country specific behavior for that element
3. Succession Data model
 You define the HR data (Person and Employment) in this data model. This data model is
called "data model" in Provisioning
 With the rapid advancement of the Meta data framework customers can configure most of
the elements on the OneAdmin UI
4. Country Specific (CSF) Succession Data model
 The country specific succession data model is used to define country specific requirements
for elements defined in the succession data model
 For example, if you want to define US specific fields to store Global Info you will do that in
the Country Specific (CSF) succession data model, similar to the CSF Corporate data model

### *Technical Questions:*

1. *What is a Foundation Object in Employee Central? *
- Define Foundation Objects and explain their role in the data model.
Foundation Objects (FO). FO allow the company to define its corporate structure, which helps
organize employee information. The Corporate Data Model is used to define the fields in the XML
Foundation Objects. Some FOs are managed through the Metadata Framework (MDF).

2. *Explain the difference between MDF (Metadata Framework) objects and Foundation Objects.*
- Discuss the use cases, flexibility, and structure of MDF objects versus Foundation Objects.
Foundation objects are contained and configured in the Corporate Data Model. This demonstrates
the power of the MDF because you can create objects or you can edit existing objects. This ability
to create and edit objects lets you store any type of information
Foundation objects are used to set up data that can be shared across the entire company, such as
job codes, departments, or business units. Foundation objects are sometimes referred to as
“foundation tables”.
Foundation objects are the first objects you should load because some of the lists of values
proposed in employment information come from the Foundation Objects.
You can use Foundation Objects to populate data at the employee level. For example, if you assign
a job code to an employee, that employee’s record is then populated with all information based on
the attributes of the job code. Additionally, the relationships that are configured between the
Foundation Objects can be used to filter the lists of values in Employment Information. For
example, the list of pay components that are selectable on an employee’s record can be filtered
based on the country the employee is associated with as determined by the employee’s Legal
Entity.
The MDF is a UI-based configuration and extension framework that provides creation, modification,
maintenance, and deletion of custom objects (called Metadata Objects) within SuccessFactors.
They can be used at the corporate level as well as at the people profile level. It is a platform that
can be used to build new applications to add to your client’s solution or to modify out-of-the-box
applications that have been built using MDF to fit your client’s needs.
3. *How do you configure workflows in Employee Central?*
- Talk through the steps to create and manage workflows, including the use of business rules.
To configure a workflow means to define the following aspects of it:
 Approvers
 Triggering of workflows
 Notifications
4. *What is the purpose of the Business Rules Engine in Employee Central?*
- Explain how business rules are used to automate processes, validate data, and trigger actions
within Employee Central.
Rules are used for the following tasks as a way to maintain consistent application logic on the
occurrence of an event:
1. Trigger an approval
2. Trigger an error message or additional information
3. Auto-fill data
Rules can provide a way to keep check on data changes (by triggering an approval) or alert the
user of an error or warning around adding information. Time zone information is one example of
how rules can also be used to auto-fill field data. In this example the auto-filled data is based on
location information.
The Rules Engine allows you create rules using If and Then logic. These rules can be attached to
objects and can provide business logic or validation of data input

5. *Describe the process of creating and managing event reasons. *

- Discuss how event reasons are used to categorize employee events like hire, promotion,
termination, etc.

6. *What is the purpose of the Propagation Data Model? *

- Explain how this data model is used to define and propagate fields across different objects in
Employee Central.
### *Functional Questions: *
1. *How do you handle global versus local requirements in Employee Central? *
- Discuss approaches to managing localization for different countries, including legal and
regulatory compliance.

2. *Can you explain the steps to configure a new hire in Employee Central? *
- Walk through the process of setting up a new hire, from data entry to onboarding.

3. *How do you manage employee transfers within Employee Central? *

- Describe the process of handling inter-company or intra-company employee transfers.

4. *What are the different ways to manage and update employee data in Employee Central? *
- Discuss data import/export options, bulk changes, and individual record updates.

5. *How does Employee Central handle time-off and leave management? *

- Explain the configuration of time types, accruals, time accounts, and the approval process.

### *Scenario-Based Questions: *

1. *Suppose an organization wants to implement a new time-off policy for multiple countries. How
would you configure this in Employee Central? *
- Outline the steps and considerations involved in setting up the policy across various countries
with different requirements.

2. *How would you handle a situation where an employee’s data is incorrectly entered and needs
correction? *
- Discuss the process for data correction, including audit trails and approval workflows.

3. *Describe how you would configure Employee Central to manage multiple employment scenarios
(e.g., an employee with two concurrent contracts).*
- Explain how to set up concurrent employment or global assignment features in Employee
Central.

### *Advanced Topics:*

1. *What are the common challenges in implementing SAP SuccessFactors Employee Central, and
how do you overcome them?*
 - Discuss challenges like data migration, integration with on-premise systems, and user adoption.

2. *Can you explain how Position Management works in Employee Central?*

- Talk about the structure, dependencies, and how position management aligns with
organizational management.

3. *What is EC Payroll and how does it integrate with Employee Central?*

- Discuss the integration between Employee Central and EC Payroll, including the data flow and
configuration requirements.

4. *How do you ensure data security and privacy in Employee Central?*

- Explain data protection strategies, role-based permissions, and audit logs within the system.

### *Best Practices:*

1. *What are some best practices you follow when configuring Employee Central?*
- Discuss practices like maintaining a clear governance process, using configuration tools
effectively, and ensuring proper documentation.

2. *How do you approach testing and validation in Employee Central projects?*

- Talk about strategies for unit testing, user acceptance testing (UAT), and regression testing.

### *Behavioral Questions:*

1. *Describe a time when you had to resolve a complex issue in Employee Central. How did you
approach it?*
- Share a specific example highlighting your problem-solving skills.

2. *How do you stay updated with new features and updates in SAP SuccessFactors?*
- Mention how you keep up with the latest developments through training, SAP community, and
user groups.

Being well-prepared to discuss these topics will help you demonstrate your expertise and readiness
for a role involving SAP SuccessFactors Employee Central.