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Setting permissions for each type of Offboarding task ensures that the appropriate users (e.g., exiting employee, manager, HR) are assigned to complete specific tasks, maintaining process efficiency and compliance.

According to the SAP SuccessFactors Offboarding Configuration Guide:

To define who completes each offboarding task(Option C): Permissions are configured inManage Permission Rolesto assign specific offboarding tasks (e.g., completing exit surveys, returning assets) to designated roles or users. This ensures that only authorized individuals can access and complete their assigned tasks.

Option A (offboarding activity) is incorrect because “activity” is a broader term, and permissions are set at the task level. Option B (offboarding program) is incorrect because permissions are task-specific, not program-wide. Option D (both offboarding and onboarding tasks) is incorrect because permissions are set separately for onboarding and offboarding tasks, not combined.

Custom tokens in email templates for SAP SuccessFactors Onboarding are used to dynamically insert data (e.g., new hire name, start date) into email notifications. These tokens are configured using specific admin tools in the system.

According to the SAP SuccessFactors Onboarding Implementation Guide:

Email Services(Option B): TheEmail Servicestool in Admin Center allows administrators to create and edit email templates, including adding custom tokens in the subject or body using the format {fieldID}.

Document Generation - Manage Document Template(Option D): This tool enables the creation of document templates that can include custom tokens, which are then referenced in email notifications (e.g., for document links or data).

Document Generation - Manage Document Template Mapping(Option E): This tool is used to map custom tokens to specific fields in MDF objects or other data sources, ensuring the correct data is populated in emails.

Option A (Maintain Onboarding and Offboarding Document Templates) is incorrect because it is used for uploading and managing document templates, not for creating custom tokens in emails. Option C (Configure Business Rules) is incorrect because business rules are used for logic and validation, not for defining email tokens.

SAP SuccessFactors Onboarding supports a variety of features to streamline the onboarding process for new hires, rehires, and internal transfers. These features enhance user experience, ensure compliance, and integrate with other systems.

According to the SAP SuccessFactors Onboarding Implementation Guide:

External HRIS integration with internal hire process(Option B): Onboarding supports integration with external HRIS systems to facilitate processes like internal hires, allowing data to be transferred seamlessly via APIs or middleware.

Document generation and e-signature(Option D): Onboarding includes robust document management capabilities, such as generating forms and enabling e-signatures (e.g., via DocuSign) to collect signatures from new hires or managers.

Data collection of new hire personal information(Option E): A core feature of Onboarding is the ability to collect personal and job-related information from new hires through steps like Personal Data Collection and Additional Data Collection.

Option A (Global reassignment of employees) is incorrect because global assignments are managed in Employee Central, not directly in Onboarding, though Onboarding can support related processes. Option C (Management of contingent workers) is incorrect because contingent worker management is primarily handled in Employee Central, not Onboarding.

Integrating an external HRIS with SAP SuccessFactors Onboarding requires configuring data transfers and aligning the data model to ensure seamless onboarding processes.

According to the SAP SuccessFactors Onboarding and Integration Guide:

Import Employee Data using Integration Center or OData APIs(Option B): Employee data from the external HRIS must be imported into SuccessFactors usingIntegration CenterorOData APIsto create onboarding records and populate fields like personalInfo or jobInfo.

Configure the Onboarding data model(Option C): The Onboarding data model must be configured to map fields from the external HRIS to SuccessFactors entities (e.g., personalInfo, jobInfo), ensuring data compatibility.

Create an export of new hire data using Integration Center or OData APIs(Option E): New hire data may need to be exported back to the external HRIS for synchronization, usingIntegration CenterorOData APIsto maintain consistency.

Option A (Create an export using only a middleware system) is incorrect because exports can use Integration Center or APIs, not just middleware. Option D (Configure all the Event Reasons) is incorrect because only relevant event reasons (e.g., hire, termination) need configuration, not all.

SAP SuccessFactors integrates with Qualtrics to collect and report survey data for both Onboarding and Offboarding processes. Specifically, Qualtrics is used to gather employee experience data, such as new hire feedback during Onboarding and exit survey responses during Offboarding.

According to the SAP SuccessFactors Onboarding and Offboarding Integration Guide:

Qualtrics collects the new hire experiences and reports the results(Option D). During the Onboarding process, Qualtrics surveys are triggered to collect feedback from new hires about their onboarding experience. The results are analyzed and reported through Qualtrics dashboards.

Qualtrics collects the exit survey information and reports the results(Option A). In the Offboarding process, Qualtrics is used to send exit surveys to terminating employees, collecting data on their reasons for leaving and overall experience. The results are aggregated and reported in Qualtrics.

Option B is incorrect because Onboarding does not directly collect new hire experiences; Qualtrics handles the survey collection. Option C is incorrect because Offboarding does not collect exit survey data itself; Qualtrics is responsible for both collection and reporting.