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C-THR82-2505 Reliable Test Questions - C-THR82-2505 Free Practice

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SAP C-THR82-2505 Exam Syllabus Topics:

Topic
Details

Topic 1

Job Architecture and Attributes: This section of the exam assess|es the knowledge of SAP Consultants in working with job structure elements. It includes configuration of job roles, families, and attributes that are essential for defining performance expectations and linking goals to job frameworks.

Topic 2

Calibration: This section of the exam evaluates the knowledge of SAP Consultants in setting up calibration sessions. It includes user role assignment, template usage, and session management to support unbiased performance reviews and data-driven decision-making.

Topic 3

Performance Rating and Permissions: This section of the exam assesses the understanding of Performance Management Specialists in configuring rating behaviors and permissions. It covers the control of visibility and edit rights across different user roles in the performance management cycle.

Topic 4

Route Maps" This section of the exam assesses the ability of SAP Consultants to configure route maps. It includes defining stages, roles, and routing conditions that determine the flow of performance forms between employees, managers, and HR.

Topic 5

Form Templates: This section of the exam evaluates the abilities of Performance Management Specialists to create and customize performance review forms. It includes form sections, rating scales, and layout settings necessary for collecting structured employee evaluations.

Topic 6

AI Features: This section of the exam measures skills of SAP Consultants in applying AI-driven enhancements in performance management. It involves configuring features like intelligent suggestions and automated summaries to improve efficiency and personalization.

Topic 7

360 Reviews: This section of the exam measures skills of Performance Management Specialists in configuring and deploying 360-degree feedback processes. It covers form templates, participant selection, and distribution workflows to gather comprehensive peer evaluations.

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SAP Certified Associate - SAP SuccessFactors Performance and Goals Sample Questions (Q33-Q38):

NEW QUESTION # 33
A customer wants to allow an HR representative to create a new form from the Performance tab for their HR reports only. What should the customer do to achieve this?
Note: There are 2 correct answers to this question.

A. In RBP > General User Permission, grant permission to Create Forms.
B. In RBP > Manage Form Templates, grant permission to Mass Create Form Instances (Launch forms now).
C. In Form Template Settings, change the Default Targets to HR Reports Only.
D. In Form Template Settings, enable Allow form creator to select anyone as the subject.

Answer: A,D

NEW QUESTION # 34
Which of the following are considerations when you are converting legacy templates to the latest version?

A. The start and due dates of the goal must fall within the <obj-plan-start> and <obj-plan-due> dates.
B. The background style for the status field is supported in both RGB and HEX.
C. Textarea fields, such as metric or comments, will have a max-length set of 4000 characters.
D. Any existing Group Goal data from the legacy template will be retained.

Answer: A,C

NEW QUESTION # 35
You are configuring hidden-threshold="2" for the Direct Report category.
What can happen when the subject of the form has only one direct report in the list of raters? Note: There are
2 correct answers to this question.

A. The hidden-threshold attribute can cause the Direct Report category to roll up with another category in the Detailed 360 Report.
B. The hidden-threshold attribute can cause the direct report category to be dropped from the Detailed 360 Report.
C. The hidden-threshold attribute can cause an error message to be displayed with the number of users in the direct report category.
D. The hidden-threshold attribute can cause a message to be displayed that states the minimum is NOT met for the direct report category.

Answer: A,B

NEW QUESTION # 36
In the Summary section with manual rating enabled, which of the following is considered a best practice to ensure a performance form will have a rating of record?

A. Enable Allow Override Unrated and define Manual Overall Rating as a required field for all steps.
B. Define Manual Overall Rating as a required field for the role providing the final rating (like EM).
C. Enable Enforce Maximum Overall Score (EMOS) to define a rule to enforce that an overall score is populated in the form.
D. Define the Section Comments field as a required field for the role providing the final rating (like EM).

Answer: B

Explanation:
Comprehensive and Detailed Explanation From Exact Extract:
To ensure a performance form has a rating of record in the Summary section with manual rating enabled, the best practice is to define theManual Overall Ratingas a required field for the role providing the final rating (e.g., EM - Employee's Manager).
Extract from SAP SuccessFactors Documentation:
* SAP SuccessFactors Performance Management Guide (Q3 2025):"To ensure a rating of record in the Summary section with manual rating enabled, define the Manual Overall Rating field as required for the role providing the final rating, such as the Employee's Manager (EM), to enforce rating completion." Explanation of Options:
* A. Incorrect: "Allow Override Unrated" does not ensure a rating of record; it allows bypassing unrated sections.
* B. Incorrect: Requiring the Section Comments field does not ensure a rating is provided.
* C. Correct: Requiring the Manual Overall Rating field ensures a rating of record.
* D. Incorrect: Enforce Maximum Overall Score (EMOS) sets score limits, not a requirement for rating completion.
Reference:
SAP SuccessFactors Performance Management Guide, Section: "Summary Section Configuration," Subsection: "Rating of Record Best Practices" (Q3 2025).

NEW QUESTION # 37
What happens when you use Auto-Populate in the Goal Section of the Performance Management Form? Note: There are 2 correct answers to this question.

A. A goal added from the Goal Plan will NOT appear automatically in the Performance Management Form.
B. A goal edited from the Goal Plan will NOT be updated automatically in the Performance Management Form.
C. A goal deleted from the Goal Plan will also be deleted from the Performance Management Form.
D. A goal deleted from the Goal Plan will still appear with a message "no longer exists on goal plan" in the Performance Management Form

Answer: A,D

NEW QUESTION # 38
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