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SAP Certified Associate - Implementation Consultant - SuccessFactors Career Development Planning and Mentoring C_THR95_2505 Dumps in PDF

Free SAP C_THR95_2505 Real Questions (page: 9)

C_THR95_2505 PDF — 82 Questions

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.

  1. With the new role readiness calculation, the result is a higher score than with the old role readiness calculation.
  2. With the old role readiness calculation, the result is a score of 75% which is higher than the new calculation.
  3. With the old role readiness calculation, the result is a score of 0% which is lower than the new calculation.
  4. With the new role readiness calculation, the result is a lower score than with the old role readiness calculation.

Answer(s): A,C



What type of mentoring program can be created without defined dates?

  1. Supervised program
  2. Unsupervised program
  3. Employee referral Program
  4. Open enrollment program

Answer(s): D



In the Development module, how is the Coaching Advisor used?

  1. To help users select a future role
  2. To help users identify a mentor
  3. To help users when they create a new development goal
  4. To help users view the gap between the current competency rating and the expected rating

Answer(s): C



Your customer wants to capture the competency rating from the Role Readiness form launched within the Career Worksheet.What competencies are rated?
Note: There are 2 correct answers to this question.

  1. Competencies associated with the current role
  2. Competencies from Interview Assessment
  3. Competencies from Learning Management
  4. Competencies associated with the future role

Answer(s): C,D



Based on this video, what conclusions can be drawn?
Note: There are 2 correct answers to this question.

  1. All 3 targeted roles share at least two competencies among them.
  2. All 3 targeted roles use the same role readiness form templates.
  3. All 3 targeted roles use different role readiness form templates.
  4. The expected ratings for all competencies in all 3 targeted roles have been defined.

Answer(s): A,B



You would like to add the Vice President of HR as a target role to the career worksheet.Based on this video, how can this be achieved?
Note: There are 2 correct answers to this question.

  1. A consultant can increase the value for <max-per-category> in the career worksheet XML.
  2. A user can remove the Human Resources Manager on the My Job Roles tab.
  3. An administrator can add the Vice President of HR to any Career Path that contains the Human Resources Manager role.
  4. A user can remove the Human Resources Manager on the Suggested Roles tab.

Answer(s): A,B



Where do users see the suggested successor when they have the Recommended Successors permission in the Career Development Planning category?

  1. Succession Org Chart
  2. Talent Pools
  3. Company Org Chart
  4. Career Worksheet

Answer(s): A



Which of the following best practices does SAP SuccessFactors recommend for the Role Readiness form?
Note: There are 2 correct answers to this question.

  1. Exclude competency ratings from the form for succession planning.
  2. Exclude the form in the dashboard processes that are used for current performance reporting.
  3. Define the employee as the only role in the route map.
  4. Avoid calculating an overall performance rating with the form.

Answer(s): C,D



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