What is the C_THR91_1811 Certification All About?

C_THR91_1811 or the SAP Certified Application Associate – SAP SuccessFactors Onboarding 1.0 Q4/2018 certification exam confirms that the individual has fundamental expertise in using the SAP SuccessFactors Onboarding 1.0 application. The certification demonstrates that the person has a foundational comprehension of this specific aspect of the industry solution and can use this knowledge effectively in projects under the supervision of a seasoned consultant. Consultants starting in this field should attain this entry-level qualification to familiarize themselves with the essential concepts of SAP SuccessFactors Onboarding 1.0.

Go through These Essential Study Tips to Pass the C_THR91_1811 Certification Exam:

Understand the C_THR91_1811 Exam Structure and Objectives:

Before diving into your study sessions, take the time to familiarize yourself with the exam structure and objectives. Knowing what topics will be covered and how the exam is formatted will allow you to tailor your study plan accordingly. Review the official exam guide provided by SAP to gain insights into the exam blueprint, question formats, and passing criteria.

Set A Detailed Study Plan for the C_THR91_1811 Exam:

Establishing a structured study plan is essential for staying organized and focused throughout your C_THR91_1811 preparation journey. Break down the topics and subtopics covered in the exam guide and allocate specific time slots for each. Be realistic with your scheduling, considering your existing commitments and preferred study pace. Setting measurable goals and deadlines will help keep you motivated and on track.

Use Official SAP Resources:

SAP offers a variety of official resources to support candidates in their preparation efforts. Take advantage of these materials, including training courses, documentation, and practice exams. These resources are designed to align with the exam content and offer valuable insights into key concepts and best practices.

Supplement with External Learning Materials:

In addition to official SAP resources, consider supplementing your studies with external learning materials such as textbooks, online courses, and video tutorials. Exploring alternative perspectives and explanations can improve your knowledge of complex topics and reinforce your knowledge base. Look for reputable sources that are relevant to the C_THR91_1811 exam objectives.

Gain Some Practical Knowledge Regarding the C_THR91_1811 Exam:

Theory is important, but practical experience is invaluable when preparing for a technical certification like C_THR91_1811. Take every opportunity to engage in hands-on practice with SAP SuccessFactors software. Set up a virtual lab environment or leverage sandbox systems provided by SAP to experiment with configuration settings, workflows, and scenarios relevant to the exam.

Join Study Groups and Forums for the C_THR91_1811 Certification Exam:

Studying alongside peers can offer unique benefits, including collaboration, support, and accountability. Seek out online study groups, forums, or social media communities dedicated to SAP certification preparation. Engage in discussions, ask questions, and share insights with fellow candidates. Participating in group study sessions or peer reviews can help reinforce your learning and provide valuable feedback.

Assess Regularly with C_THR91_1811 Practice Tests:

Regular assessment is key to gauging your progress and identifying areas for improvement. Incorporate practice tests, mock exams, and self-assessment tools into your study routine. Analyze your performance carefully, paying attention to both strengths and weaknesses. Focus additional attention on topics where you may be struggling and revisit them until you feel confident in your understanding.

Stay Updated with Industry Trends:

The field of SAP SuccessFactors is constantly evolving, with new technologies and best practices emerging regularly. Stay abreast of industry trends, updates, and innovations related to SAP SuccessFactors and HCM software. Follow reputable blogs, attend webinars, and participate in professional networking events to expand your knowledge and stay ahead of the curve.

Maintain A Healthy Balance During the C_THR91_1811 Certification Exam:

While preparing for a certification exam can be intense, it’s important to maintain a healthy balance between study commitments and personal well-being. Prioritize self-care activities such as relaxation techniques to prevent burnout and maintain mental clarity. Remember that a refreshed and rejuvenated mind is better equipped to absorb and retain new information effectively.

Review and Refine Your Strategy:

As you progress through your study plan, periodically review and refine your strategy based on your experiences and feedback. Be flexible and adaptable, adjusting your approach as needed to address any challenges or obstacles you encounter. Stay focused on earning the C_THR91_1811 certification, and trust in your abilities to succeed with diligence and perseverance.

Discover Why C_THR91_1811 Practice Tests Are A Superior Study Material:

When preparing for the C_THR91_1811 certification exam, candidates often seek various resources to aid their studies. While dumps may seem convenient for quick memorization, practice tests offer several advantages that can significantly enhance your preparation and increase your chances of success. Here are a few reasons why C_THR91_1811 practice tests are superior to dumps:

Authentic Assessment of Knowledge with C_THR91_1811 Practice Tests:

Practice tests are helpful to simulate the actual exam environment, providing an authentic assessment of your knowledge and skills. Unlike dumps, which often contain outdated or inaccurate information, practice tests are curated by experts to align with the latest exam objectives and content. By taking practice test exams, you can gauge your readiness for the exam and identify areas where further study may be needed.

Opportunity for Skill Application:

One of the key benefits of practice tests is the opportunity they provide for skill application. Instead of memorizing answers as is familiar with dumps, practice tests present questions in a format requiring critical thinking and problem-solving skills. This allows you to apply your knowledge to real-world scenarios, improving your ability to analyze and interpret information—a crucial aspect of success in the C_THR91_1811 exam.

C_THR91_1811 Dumps Lack the Quality to Offer Feedback:

Practice tests offer valuable diagnostic feedback that dumps lack. After completing a practice test, you receive detailed insights into your performance, including areas of strength and areas for improvement. This feedback lets you identify specific topics or concepts that may require further review, allowing you to focus your study efforts more effectively. With dumps, you miss out on this personalized feedback and risk overlooking crucial gaps in your knowledge.

Concluding Thoughts:

While dumps may seem tempting as a shortcut to exam preparation, the advantages of practice tests far outweigh any perceived benefits. By opting for practice tests, you can ensure a more thorough, effective, and ethical approach to preparing for the C_THR91_1811 certification exam.

By implementing these study tips, you can optimize your preparation for the C_THR91_1811 certification exam and increase your chances of success. Remember to approach your studies with dedication, discipline, and a growth mindset, and you will be well on your way to achieving your professional goals in Human Capital Management.

The post C_THR91_1811 Dumps or Practice Tests: What Aids to Your Success? appeared first on ERP Q&A.

Enterprise automation is a key driver for organizations aiming to stay ahead in a competitive landscape. It involves identifying and automating business and IT tasks to streamline operations, increase efficiency, and improve business outcomes. SAP provides a comprehensive solution to enable enterprise automation, encompassing various components.

One essential element is SAP Integration Suite, which serves as an integration platform-as-a-service (iPaaS). It offers pre-built integrations, APIs, and connectors to seamlessly connect SAP and non-SAP applications, reducing complexity across on-premises and multi-cloud environments.

Another integral part is SAP Signavio, which empowers organizations with visibility into their business processes. It helps identify potential bottlenecks, perform root-cause analysis, and offers suggestions for improvement based on industry benchmarks and best practices.

Furthermore, SAP Build provides a low-code solution for creating automations and applications. With a user-friendly drag-and-drop interface, business experts can rapidly address process inefficiencies and build customized automations. SAP Build also includes pre-built automations and connectors for both SAP and non-SAP systems.

By leveraging these components, organizations can gain valuable insights into their processes, automate tasks, and achieve optimized efficiency without introducing complexity to their existing IT landscape. Enterprise automation with SAP enables businesses to drive digital transformation, increase productivity, and deliver superior outcomes.

Business Problem:

The onboarding process is a crucial activity in any organization, influencing the experience and success of new hires. I personally am a working student at sap, who rotates every 6months to a new department. As a result of this, I regularly face the onboarding process with new trainings and system accesses required in order to support the team. From this experience I can say, if not done right, the onboarding process can involve manual and repetitive tasks, leading to inefficiencies and delays. This is why organizations need a solution that enables seamless integration, process automation, and customization to provide a personalized onboarding experience for new hires.

Solution:

The SAP Integration Suite, in combination with SAP Build Process Automation and SAP Signavio, offers a comprehensive solution to address the challenges in the onboarding process. By leveraging event-based integration patterns, low-code/no-code workflows, and the power of the Business Technology Platform, organizations can extend and customize the onboarding experience, integrate with third-party tools, automate activities, and streamline shared-service processes.

Step-by-Step Workflow:

Step 1. Identify Process Gaps: Utilize SAP Signavio Process Intelligence to analyze the onboarding process, identify inefficiencies, and gain insights into manual and repetitive tasks. The following manual steps can be identified:

• Requesting equipment for New-Hires
  
• Raising service tickets for system access
  
• Setting up employees with external benefits providers
  
• Assigning the correct enablement training for the new hires

Step 2. Subscribe to business events in SAP SuccessFactors:

The process starts with adding a new hire in SAP SuccessFactors. The information will be put in directly in the system. To automate this process, we will leverage the Advanced Event Mesh and subscribe to SAP SuccessFactors, which enables communication and triggering of workflows across systems. Whenever a new hire is added an event is created which will be needed for triggering a workflow.

The Advanced Event Mesh is a core functionality of the SAP Integration Suite, it ensures that the right amount of information is sent to the right place as soon as the event happens.

Step 3. Orchestrate system integration with SAP Integration Suite:

In order to take care of the integration between the different systems, Integration Suite can be leveraged. The user will define different iFlows that are taking care of multiple activities at the same time – for example to trigger the workflow in SAP Build Process Automation or to transfer data to non-SAP systems as well.

SAP Integration Suite comes with a versatile, multi-cloud platform to support all types of integration use cased required in cloud and hybrid landscapes. Streamline Any-to-Any, SAP and third-party and data across diverse application landscapes with comprehensive integration capabilities, connectors and adapters.

Step 4. Leverage Low Code/ No Code to design custom processes:

Use custom workflows in SAP Build Process Automation (SBPA) to automate the processes. First the process will be modeled using Drag & Drop and then artifacts will be leveraged to complete the business need. Here is an overview of all the artifacts:

• API-Trigger:
  
  • API-Triggers are used to directly invoke executions for integrations
    
  • We configured an API-Trigger to initiate a workflow instance from SAP Integration Suite
    
• Business Rules:
  
  • Business Rules are the criteria or conditions which determine the outcome of a decision process
    
  • Decision Tables were used to determine the right equipment and the right training assignment depending on the job-role and the manager
    
• Condition:
  
  • statements that are created which evaluate actions in the program and determine if it’s true or false
    
  • Different workflow logic is used for employees that start as Data Scientists
    
• Subworkflows:
  
  • Subworkflows allow the process designer to separate process steps in subordinate activities
    
  • Here we have used a subworkflow to manage different processes for Data Scientists
    
• Approval-Form:
  
  • An Approval-Form is a document which will be sent to a defined persons inbox and requires an action from the approver
    
  • We used the LCNC Forms-Designer to get the approval from the HR-Business Partner
    
• Actions:
  
  • You can embed external skills and capabilities into your SAP Build Process Automation projects using actions.
    
  • With this remote call we are triggering a new iFlow in SAP Integration Suite to post the Purchase Requisition in Ariba and to create a Ticket in SAP Service Cloud.
    
• Mail-Task:
  
  • A Mail Task will automatically send a predefined E-Mail to a certain group of people
    
  • We can use SMTP to directly send out Mail notification to all the stakeholders if a workflow has been approved or rejected.

Here you can see the process in the low-code no-code environment of SAP Build Process Automation.

Here you can see the point of view for the HR Business Partner that would approve the workflow.

This includes the equipment, training and system access requests.

Step 5. Automatically create an Ariba Purchase Requisition:

Once the process in SAP Build Process Automation is started by an event, different tasks will automatically be triggered. For example, an Ariba Purchase Requisition will be created to automate the equipment procurement.

Step 6. Automatically create a service ticket in the SAP Service Cloud:

Another task that is automatically triggered is the creation of a service ticket in the SAP Service Cloud. This ticket can take care of for example system authorizations, NDAs and Compliance forms.

The post Enterprise Automation Use-Case: Enhancing the New Hire Experience appeared first on ERP Q&A.

Basically, that’s not possible because the MDF Object used in the Additional Data Collection of Onboarding must have its externalCode defined as ‘Autonumber’, while a MDF Object that is used in the Employee Profile must have its externalCode defined as ‘User’.

A possible solution to that scenario is to copy the MDF object that will be used in the Employee Profile of Employee Central and use the Integration Center to automatically integrate the information provided in Onboarding to Employee Central using a daily basis frequency.

In the example below, information related to parking information will be catched in the Additional Data Collection of the Onboarding Process and will be integrated to the Employee Profile in Employee Central by Integration Center.

Fields:

• Need parking spot?’ -> yesno picklist type field
  
• ‘License plate’ -> string type field

Following the steps below, we have the entire process:

1. Create the MDF Objects:

Go to Configure Object Definitions -> Create New -> Object Definition

cust_parking_info (for Employee Profile)

cust_ONB_parking_info (for Additional Data Collection in ONB)

For this object, refer to the Onboarding Implementation Guide for further details.

2. Create the UI:

For this step, you need to create the UI for each MDF object created in the previous step. The UIs might be different if your requirementes make it necessary. Otherwise, you can create 2 identical UIs with different base objects.

The externalCode and externalName fields might be hided from the UI

parking_info_UI ( Base Object= cust_parking_info)

ONB_parking_info_UI (Base Object= cust_ONB_parking_info)

3. Associate the objects to the Custom Data Collection in ONB and to the People Profile in EC:

Configure Object Definitions -> ONB2DataCollectionUserConfig -> Go to the Associations tab

Go to Manage Data -> Onboarding Data Collection Configuration -> Open the Data Collection Configuration Record -> Add the ONB_parking_info_UI

Go to Configure People Profile -> Add the ‘parking_info_UI’ UI to the Employee Profile:

4. Configure RBP Permissions

For EC:
Manage Permission Roles -> Select the Role -> Employee Views -> Enable the People Profile section “Transportation Info”

Manage Permission Roles -> Select the Role -> Miscellaneous Permissions -> View/Edit Permission for the MDF Object cust_parking_info MDF Object

For ONB:
Manage Permission Roles -> Select the OnboardingExternalUser Role -> View/Edit Permission for the cust_ONB_parking_info MDF Object

5. Configure the integration in Integration Center

Having all the objects configured, its time to set up the integration so that the information provided in Onboarding goes to the Employee Profile, after the Onboardee is converted to a internal user.

Go to Integration Center -> My Integrations -> Create -> More Integration Types

The start entity will be the MDF Object of Custom Data Collection in ONB (cust_ONB_parking_info)

Select a name for the integration and go to the Configure Fields Screen. Select the Field Mapping View and insert the ‘cust_parking_info’ object as the target:

For the mapping, drag the source field to the target field. The mapping is as follows:

userConfig>ONB2Process>User —-> externalCode

cust_licensePlate —-> cust_licensePlate

cust_needParking —-> cust_needParking

In the Filter and Sort Screen, select Advanced Filter. The filter will be set in a way that the integration will only send the records created after the last integration runtime. In that scenario, the records already sent wont be repeated in the integration:

ONB_parking_info>Last Modified Date —-> is greater than —-> LASTRUNTIME

In the Scheduling Screen, set up the integration to run every day, in the end of the day, so that every record created during the day will be catched in this daily integration and a new record will be created in the employee profile.

Save and Schedule your integration and the configuration is all done!

You will notice that after the integration, the data is sent to the employee profile and you can see the record after the MPH step, even if the employee is inactive and not searchable in the system.

Custom Data Collection (ONB):

Integration Center:

Manage Data -> Process -> Select Onboardee Process ID -> Click on the Onboardee Name Icon:

Go to the Employee Profile Section:

The post ONB-EC Integration: Sending data from Custom Data Collection to the Employee Profile appeared first on ERP Q&A.

Many of us might have had customer requirements to integrate Onboarding 1.0 data to Custom MDF object / portlet in Employee Central. For example., Integrate COVID 19 Vaccine Tracking data from Onboarding 1.0 to an MDF COVID 19 Vaccine Tracking portlet. While this requirement is identified as a product enhancement, there is an alternate way to integrate the data across modules and to the Custom MDF object / portlet in Employee Central.

This post explains about the workaround solution that can be implemented to integrate data collected during Onboarding process to a Custom MDF object / portlet in Employee Central with a reference to COVID-19 vaccination tracking. This is achieved by leveraging Intelligent Services for ‘Employee Recruitment’ Event and Integration Centre.

Prerequisites:

1. Enable Employee Central
   
2. Enable Intelligent Services Centre using the Upgrade Centre(ISC)
   
3. Integration Centre
   
4. COVID-19 Vaccine Tracking MDF is either enabled (SAP standard portlet) or configured as a custom object through Admin Center> Configure Object Definitions
   
5. COVID-19 Vaccine Tracking portlet is configured through Admin Center> Manage Configuration UI and added to People Profile.
   
6. COVID-19 Vaccine Tracking portlet fields are configured in Onboarding panels.

Configuration:

1. Configure necessary fields in one of the HRIS elements in Employee Central:

• Admin Center> Manage Business Configuration> Select [HRIS element]

In the example below, the fields are created under Personal Info because COVID-19 data are identified personal.

Note: The above fields are not granted RBP permissions for any role to keep it hidden in Employee Profile. These fields will appear while hiring a candidate under Manage Pending Hires and can be hidden through a business rule (KBA: https://launchpad.support.sap.com/#/notes/0002080655).

2. Map the fields from Onboarding 1.0 to respective fields in Employee Central through Admin Center > Field Mapping tool for integration with Employee Central

3. Configure a business rule in Job Information portlet – To trigger Intelligence Service during New Hire

• Create a Basic rule with ‘Employment Information Model’ as the Base Object

• Set the rule condition to execute ‘Trigger New Hire Event’

4. Assign the Business rule

• Navigate to Admin Center> Manage Business Configuration> ‘jobInfo’ element

• Scroll all the way down to the ‘Trigger Rules’ section
  
• Add the business rule as a ‘onPostSave’under ‘Job Information Model’ and Save

5. Configure Intelligent Services for ‘Employee Recruitment’ event – Create and assign Integration Centre flow

• Navigate to Admin Center> Intelligent Services Centre (ISC)
  
• Search and select the Event> Employee Recruitment

• Under ‘Activities’, Select ‘Integration’ tab

• Click ‘OK’ and ‘Create a new integration’ in the pop-up window

• In the ‘Choose Integration Type’ pop-up, select the following:
  
  • Destination Type: SuccessFactors
    
  • Format: OData v2
    
• Click ‘Create’
  
• The system redirects to the Integration Centre

• Enter an Integration Name and Description
  
• Click ‘Next’

• Switch to Field Mapping view

• Click ‘+’ in the ‘Destination Fields’ section
  
• Search, Select, and Add ‘[Custom MDF object]’ as starting Node in Integration Centre. For example., COVID-19 vaccine tracking

• Map and Assign the fields
  
• This is completed by drag and drop from Source Fields to Destination Fields in the custom MDF

• The other field mappings should have the following associations: userNav/empInfo/personNav/personalInfoNav/*/

In my experience, never search for the fields as the system picks the logged in users mapping than the userNav. Hence ensure that you navigate the tree entity one by one to reach userNav/empInfo/personNav/personalInfoNav/*/[custom fields you have configured]

Note: If you have a picklist field to be mapped then ensure that the externalCode is selected as shown below:

• Once all fields are mapped; Click ‘Next’
  
• Skip ‘Filter’, Click ‘Next’ and move to ‘Review and Run’
  
• Click Save> Save

6. Set the Intelligent Services Flow Rule

• Navigate to Admin Center> Intelligent Services Centre (ISC)
  
• Search and select the Event> Employee Recruitment

• Under ‘Activities’, Select ‘Integration’ tab

• In the pop-up window, Select the integration definition configured and click ‘Add Integration’

• This adds the new integration to the Flow Rule.
  
• Set the ‘Timing’ to ‘When event is published’

• Make sure you have saved the changes under Actions > Save Flow

Every time a new hire happens in Employee Central, the ISC will trigger the Integration Centre job. This then sync and map over the data stored under personal information portlet to the custom MDF portlet.

The post Integrate Onboarding 1.0 data to Custom MDF object / portlet in Employee Central – COVID-19 Vaccine Tracking portlet appeared first on ERP Q&A.

I recently spoke with a customer who is exploring options to manage their Employee Referral Program in SuccessFactors. However, the current Employee Referral functionality available in Recruiting only allows you to track and report the potential Amount employees can receive if the candidate referred by them is hired, and the candidate status in the process.

The problem is customers need a solution that allows the tracking of Candidate Referrals, but that also integrates with Employee Central to capture the payment dates and details of the Referral Bonuses for their employees. So currently customers (if using the tool to track Employee Referral) must generate reports and manually manage and control these payments.

In addition to the requirement above, customers also need the flexibility in how these Referral Payments are recorded in Employee Central. For example, it is very common that a Referral Bonus will only be paid to an employee 6 months after the hire date of the referred candidate and only if both are still employed and active in the organization.

Solution Details

In this blog post I’ll share a solution I created to handle the Employee Referral process end-to-end in SuccessFactors, from the Referral in Recruiting all the way to the Referral Bonus payment in Employee Central.

Terminology used in this blog post:
RCM = SuccessFactors Recruiting Management
EC = SuccessFactors Employee Central
ONB = SuccessFactors Onboarding
ECP = Employee Central Payroll

The overall solution design is represented in the picture below:

This solution has 3 major steps:

1. Employee Referral recording and tracking in RCM or 3rd Party software
2. Referral Bonus Details and Payment Schedule in EC
3. Payment Recording in One-Time Payments section in EC

I’m not covering Payroll processing in this blog post, but after we have these payments recorded in EC they can be processed and paid via the standard employee data integrations with ECP or SAP HCM on-premise, or extracted via APIs or reports to integrate with 3rd party payroll systems.

1 – Employee Referral recording and tracking in RCM or 3rd Party software

For this solution I’m using the Employee Referral functionality in RCM, however this part can also be performed using a 3rd party solution and integrated directly with the object described in the next step.

In RCM the employee referral tracking uses one standard field in the Job Requisition to capture the Referral Amount, this field is required if you want to use the Referral Tracking dashboard under the Careers tab for internal employees.

In addition to the field above I created a custom field with a picklist to indicate what is the payment schedule and conditions (number of payments and dates).

With this, after the above requisition is approved and posted, an internal employee can add a referral using the “Refer Friend to Job” in the Job Search page.

Or using the “Add Referral” option in the Referral Tracking page.

And the Referral Tracking becomes visible using the Amount provided in the Requisition and reflecting the Application status of the referred candidate.

Referral Tracking in RCM – ERP Amount and Application Status

2 – Referral Bonus Details and Payment Schedule in EC

The next step is to integrate the Referral Bonus payment details from RCM into EC so we can manage and schedule the payments amounts, dates and also check the required conditions before processing as pay components in the One-Time Payments section.

I created a custom MDF object to store the Referral and Candidate data from Recruiting, the New Hire information from Onboarding and EC and payment schedule (dates and amounts). Using a MDF object gives us the advantage of making this solution easy to integrate with other sources for the Referral and Candidate information, for example if you are using a 3rd party ATS you can integrate the required data into this MDF object using API and/or file uploads.

Object Definition (Parent):

Object Definition (Child):

To integrate the data from RCM into the Employee Referrals Tracking MDF object I’m using Integration Center, where a scheduled job runs daily (it can be more frequent if needed), creates the record and populate some fields.

This Integration Center job only insert the new referral information if the referred candidate has Application Status equal to “Hired”

The Integration Center job populates the MDF object with data from the CandidateEmployeeReferral API, and the key IDs (e.g. Candidate Id and Requisition Id) so we can match the candidate information with the employee information using business rules.

Other fields are populated via Business Rules, the new hire ONB information is populated via a look-up on the Process Trigger and Process objects created for all candidates when their ONB process is initiated and maintained.

Fields populated by the above rule:

To make this solution possible to integrate with other ATS or Employee Referral systems, I added the Source of Record field, so the rules to populate/update fields based on SF ONB objects only trigger if Source of Record is equal to “ONB”. This way if you want to populate this object from another system via API or even manually or via file import, you just need to select a different Source of Record and bypass these rules (picklist options can be expanded).

And lastly another Business Rule takes care of updating the Payment Amounts and Dates, based on the selected Pay Schedule on the Requisition or directly in the object. In this example I’m using the candidate Hire Date as the reference for the payment dates, however the rule can be easily adjusted to reflect the customer business requirement.

Fields populated by the above rule, in this example 2 payments, first with 50% of the amount on the candidate’s Hire Date and another after 6 months for the other 50%:

3 – Payment Recording in One-Time Payments section in EC

The final step is to publish the One-Time Payment in EC when the scheduled payment date becomes effective, having the payment recorded as a Pay Component in EC means that the payment can be sent (via integration or reports) and processed in payroll.

Pre-requisites in EC:

• A non-recurring Pay Component must exist in the system (example below)

• Assign the Pay Component to all countries, if you are restricting via association with the Country/Region object
• Grant permission in RBP to view/edit the above pay component

The publishing process happens via Integration Center, this integration runs daily (or more frequently if needed) and creates the corresponding One-Time Payments based on the Payment dates in the MDF object.

However, we also need to confirm the payment is still valid according to the Employee Referral Program company rules. In my business example here I’m considering that both Employee and Referred Candidate (now also an employee), must still be active in the Organization on the effective date of payments.

After the Integration runs, we can see the pay component published in the One-Time Payment section of the Employee and ready to be processed by payroll.

And in 6 months, if the above conditions are still true, then the second payment will also be published accordingly.

Additional Options/Information

If you want to make the Employee Referral custom MDF object visible on the People Profile, so employees and/or managers can see it. This is easily achievable by creating a screen UI for the object and assigning it to a sub-section in the People Profile configuration.

Then on the Profile Page:

Also, like any other MDF object, this data can also be used in Reports and Dashboards. This way Managers, HR and Payroll can see what Referral Bonus payments are planned.

The post Employee Referral: End-to-end solution with SuccessFactors Recruiting, Onboarding and Employee Central appeared first on ERP Q&A.

Onboarding has multiple data review steps and sometimes there is a requirement when we want some data to be entered mandatorily by the hiring manager/responsible onboarding participant or new hire. This cannot be achieved by marking the fields mandatory at data model level as it makes it mandatory for both hiring manager/responsible onboarding participant or new hire. To avoid this we can make use of rules. An onSave rule can help in doing such validations. This rule needs to be added at the corresponding entity on Admin > Manage Business Configuration screen.

Scenario 1: Making at least one Email information to be mandatorily entered by the new hire

In this scenario we are trying to make sure that when the new hire performs Personal Data Collection, the new hire must at least enter one Email address information.

Scenario 2: Making at least one Email information to be mandatorily entered by the hiring manager/responsible onboarding participant and the new hire

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, or the new hire performs Personal Data Collection, they must enter at least one Email address information.

Scenario 3: Making Personal Email Information to be mandatorily entered by hiring manager/responsible onboarding participant and the new hire

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, or the new hire performs Personal Data Collection, they must enter Email address of type “personal”.

Scenario 4: Making Personal Email information to be mandatorily entered by the new hire

In this scenario we are trying to make sure that when the new hire performs Personal Data Collection, the new hire must enter Email address of type “personal”.

Scenario 5: Making Job Relationship (HR manager) fields to be mandatorily entered by the manager

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, this user must enter details of HR Manager in Job Relationship. Since Job Relationship portlet is not shown to the new hire, this rule will not execute.

Scenario 6: Making National ID fields to be mandatorily entered by the new hire

In this scenario we are trying to make sure that when the new hire performs Personal Data Collection, the new hire must enter at least one National ID information to be displayed as the primary National ID on the user interface.

Scenario 7: Making Work Permit fields to be mandatorily entered by hiring manager/responsible onboarding participant and the new hire

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participants performs New Hire Data Review, or the new hire performs Personal Data Collection, they must enter at least one Work Permit Information.

Scenario 8: Making Phone Info fields to be mandatorily entered by the new hire

In this scenario we are trying to make sure that when the new hire performs Personal Data Collection, the new hire must enter at least one Phone Information.

Scenario 9: Making Pay Component Recurring fields to be mandatorily entered by hiring manager/responsible onboarding participant

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, this user enters details of at least one Pay Component Recurring. Since Pay Component Recurring Portlet is not shown to the new hire, this rule will not execute.

Scenario 10: Making Pay Component Non Recurring (Bonus) fields to be mandatorily entered by hiring manager/responsible onboarding participant

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, this user must enter details of at least one Pay Component Non-Recurring with type Bonus. Since the Pay Component Non-Recurring portlet is not shown to the new hire, this rule will not execute.

Scenario 11: Making Social Information fields to be mandatorily entered by the new hire

In this scenario we are trying to make sure that when a new hire performs Personal Data Collection, the new hire must enter at least one Social Information.

Scenario 12: Making Home Address fields to be mandatorily entered by hiring manager/responsible onboarding participant and the new hire

In this scenario we are trying to make sure that when the hiring manager/responsible onboarding participant performs New Hire Data Review, or the new hire performs Personal Data Collection, they must enter at least one Home Address details.

Onboarding Rules – A way to differentiate between Onboarding and Employee Central new hires

Whenever we define rules today, we come across questions/scenarios where we want to execute some rules as part of onboarding process and others as part of Manage Pending Hires. There are some instances where we may be willing to set different workflow configurations for Onboarding new hires and Employee Central new hires via Admin > Add New Hires (here after referred as EC).

So, the question comes is how can we identify if a user is hired through Onboarding or Employee Central. In we will be discussing a solution to this problem.

Whenever Onboarding is initiated, a process object is created and that represents the current state of the new hire in the system. So we can check if a Process Object exists to verify that a user is an Onboarding Hire. The status of process object can change based on actions such as cancel/restart and completion.

Scenario 1: Rule to differentiate workflow configuration for EC hires and Onboarding hires in HRIS entities during hiring (Manage Pending Hires)

Workflows can be configured for “Add New Hire” and from “Manage Pending Hires” steps. In case you want different workflows for new hires from Onboarding and Employee Central, you can use the following rule conditions.

The lookup function can be used to identify which workflow will execute for Onboarding users.

Scenario 2: Rule to skip workflow configuration for Onboarding hires in MDF objects at Personal Data Collection, when they are external hires, and they are not hired yet.

Here we will be using the lookup function to identify if the user for whom we are executing the steps is in Manage Pending Hire and being performed by the new hire.

In the following rule we are skipping Workflow configuration when the onboarding new hire adds the Payment Information in the system as part of personal Data Collections. This rule ensures that workflow is triggered workflow is triggered when hiring is done under the categories of Onboarding and Employee Central hires.

This is a sample rule and else condition can be enhanced if we want to have multiple workflow configurations for different types of hires. We must ensure that condition to skip Workflow configuration setting is the first condition.

The post SAP SuccessFactors Onboarding: Onboarding Rule Configurations in Data Review Scenarios appeared first on ERP Q&A.

The percentage of job postings stating that a new hire must be vaccinated has doubled in the past month, according to the job search site Indeed. Some of the well-known employers, including some Federal governments, and well-known Fortune 500 companies, are among those who have instituted vaccination requirements for certain workers returning to in-person work. As per SHRM, employers need to be careful and understand the legal implications of ‘asking for Vaccination data from candidates during the recruitment process, i.e., before making a job offer.’

Even though many companies seem to be inclined to vaccine mandates, taking a COVID vaccine shot remains a personal choice in many parts of the world and is not yet required by law.

However, asking for vaccination data during the onboarding process is different. As per the SAP SuccessFactors process steps, the onboarding activities start after the recruitment process is complete, i.e., after an applicant accepts an offer from the organization by signing an offer acceptance.

This use case is for companies that have decided to gather voluntary vaccination data from onboardee as part of the health and safety of the workforce, and have already reviewed local and federal legal implications.

Prerequisites for Custom Vaccine Data Collection

• Employee Central and Role-Based Permissions (RBP) must be enabled and implemented to configure the Vaccine Validation fields.
  
• The SuccessFactors Health and Vaccine Portlet has already been enabled and implemented in the customer instance.
  
• The consultant or HRIS Admin working on this enhancement is already familiar with the configuration values of the Health and Vaccine Portlet. Here’s a link to the Configuration Guide for your referral.

Use Case

Collecting Vaccination data during SAP SuccessFactors Onboarding process

This use case is for companies that have decided to gather voluntary vaccination data from onboardee during the data collection step of Onboarding. The collected data would automatically update the Vaccine tab of Health and Vaccine Portlet in People Profile when the onboardee becomes an employee after the New Hire Event.

The Onboarding module referred to in this use case is only for Onboarding 2.0, which is now known as Onboarding.

Configuration steps: Custom Data Collection step in Onboarding

1. Create Custom MDF Object for Onboarding

Create a new custom MDF Objects in ‘Configure Object Definition’ to copy the exact fields and picklists from the Vaccine tab of Health and Vaccine Portlet. Here are some key values:

• Code = cust_ONB_COVID_19_VACCINE_TRACKING
  
• Label = ONB COVID-19 VACCINE TRACKING
  
• Effective Dating= None
  
• externalCode = Auto Number
  
• userConfig fields with type GO and source=”ONB2DataCollectionUserConfig”
  
• subjectUser field = User
  
• Set object as non-secured
  
• API visibility = Editable
  
• ToDo Category = Generic Object Change Requests

2. Create Onboarding Data Collection User Configuration

Create a new Data Collection User configuration :ONB2DataCollectionUserConfig

Here are some key values:

• Code = ONB2DataCollectionUserConfig
  
• Effective Dating= None
  
• API Visibility = Read Only
  
• externalCode = String (data type)
  
• InternalCode = Number
  
• subjectUser field = User

3. Create Association with Vaccine Object’ ONB2DataCollectionUserConfig’

Create Association with ONB custom object created in Step#1 with the user configuration object created in Step#2. Association Name = cust_ONB_VACCINATION

4. Create UI for the Custom Object in the ‘Manage Configuration UI’ tool

Create a New UI for the custom Object created in Step#1. This is the screen the Onboardee will see as part of the custom data collection step.

We have named this UI=ONB_COVIDVACCINETRACKING

Select Base Object = COVID-19 VACCINE TRACKING (Created with the Health and Vaccine Portlet previously.)

Note: You can export-import all the Validation Rules/Business Rules created for the Health and Vaccine Portlet, i.e., COVID-19 VACCINE TRACKING, to the Custom ONB Data Collection UI Object without recreating it.

5. Syncing data collected during Onboarding with Health and Vaccine Portlet in People Profile

Once you have collected the vaccine data from onboardee, the next step is to define a sync job in Integration Center to update the data in the EC MDF Object of the Health and Vaccine Portlet.

• Go to ‘Integration Center’ and choose ‘More Integration Types’ and provide details below.

• Choose the source object as the custom ONB object ‘ONB COVID-19 VACCINE TRACKING.’

• Click Select, and provide an Integration Name and description under ‘Options.’
• Under ‘Configure Fields’, click on the Connection button (highlighted red) and delete the object in the center column by choosing its name and clicking on the delete icon.

• Click on the + icon and choose destinations object as the MDF EC Vaccine Object: COVID-19 VACCINE TRACKING as shown in the pic below:

• Map fields from the first column, i.e., ONB Custom Object with the EC MDF Object, by dragging and dropping them from the first column to the fields in the center column.

Important! You always should map field “Effective Start Date” with “Target Date” from onboarding object (userConfig->Process->Target Date) and field “Employee ID” with “subjectUser” field (userConfig->subjectUser)

• You can define Filter options under ‘Filter and Sort.’ We recommend creating a Filter “Modified since last run time” to not sync all the records all the time.

• You can schedule your sync job regularly, e.g., Daily, and Save it. Here’s an example of all the Data Fields Mapping between the Onboarding Custom Object and Custom EC MDF Object –

Onboardee Experience- Process Steps

• Onboardee provides data on custom data collection step by ‘Complete Additional Onboarding Tasks’ tile in the To-Do tab:

• This is how the Onboarding custom data collection step looks like:

• After the Onboarding step is complete and the Onboardee is hired via the Manage Pending Hire Tool, the onboardee becomes a New Employee.
  
• The Integration Center job was scheduled daily. When the job is complete, the data collected during Onboarding could be found in the People Profile of the employee.
  
• On the 1st working day, New Hire is converted to Internal User, and HR Admins can see the vaccine data based on the permission.

We don’t recommend collecting a Vaccination Card during the onboarding process since it requires HRBP/HR Admin validation. You may initiate a request as a notification once the onboardee becomes an employee after the MPH step.

The post Collecting Vaccine Data from Onboardee with SAP SuccessFactors Onboarding appeared first on ERP Q&A.

In this blog post, will show the steps how to Configure Advanced Condition to trigger Notification to a specific group( HR Team, Admin Team etc) to intimate about the New Hire to be onboarded in the Company.

Using this option we can restrict notification getting triggered to irrelevant user group and ensure confidentiality of onboarding data.

Prerequisites

-> Onboarding Process is configured.

-> User or User Group to whom the notification to be triggered is configured.

Following the below steps in sequence will help in Configuring the Advanced Condition Rule.

• Access to Notification Section
  
• Onboarding Process for which Notification to be configured
  
• Create New Notification and assign the group to whom the notification to be triggered.
  
• Adding Notification Email Message
  
• Creating Advanced Condition

Procedure

Step #1 – Able to access Notifications Section in Onboarding.

Path: Onboarding 1.0 Dashboard -> Notifications

Step #2 – Onboarding Process for which Notification to be configured.

Path: Onboarding 1.0 Dashboard -> Notifications -> All Notifications by Processes

Select the Onboarding process for which the notification has to be configured

Step #3 – Create New Notification.

Path: Onboarding 1.0 Dashboard -> Notifications

In this step New Notification is created for the onboarding process, assign the group who has to receive it.

a. Click on Create option as below.

b. After clicking Pop up window gets populated as below and maintain the details in “Main Properties” Tab

-> Process – Select the onboarding process for which the notification to be created

-> Type – Select from the predefined values as “Internal Resource” or “External Resource” to whom the notification to be triggered.

-> Name – Enter Notification Name

-> Subject – Enter the Subject for the Notification Email

-> Notify At – In which onboarding step the Notification has to be triggered

-> Due By – Select from pre-defined values when to trigger the notification

Tick the “Send Email” and “Enable Notification” option.

Finally click on Create button for the Notification to be Created and Enabled.

c. Go to Next Tab “Recipients” and maintain the details as below.

Also CC Recipient Type can be added to receive the email along with the group to whom the Notification will be triggered.

Finally click on Apply and update button to save the changes .

Step #4 – Adding Notification Email Message.

In this step the Email Content is added in the notification to be sent to respective group to take action if any or keep them posted.

a. Select the New Notification created and click on “Email” option as below.

b. After clicking Pop up window gets populated as below and maintain the Email Message in “Initial Email” Tab

Finally click on Apply and Submit button to save the changes.

Step #5 – Creating Advanced Condition.

In this step the logic is set in Advanced Condition, when to trigger the notification.

a. Select the New Notification created and click on “Advanced” option as below.

b. After clicking Pop up window gets populated as below and maintain the details to set the condition

-> Select Field – Choose the field based on which the condition has to be set

-> Operator – Select the drop down values to compare with the expected value

-> Condition Value – Maintain the value here to compare whether to trigger the Notification or not.

Radio Button “And” “OR” are used in case of multiple condition rule to be set.

c. Click on Add Button to set the Advanced Condition Rule.

Finally click on Apply and Submit button to save the changes.

Benefits: Enabling Advanced Condition will ensure the Notification is triggered to relevant group or respective team to take appropriate action on timely basis and ensure the New Hire Onboarding is smooth.

The post Usage of Advanced Condition in Onboarding 1.0 appeared first on ERP Q&A.

The C_THR91_1811, SF ONB, SAP Certified Application Associate – SAP SuccessFactors Onboarding 1.0 Q4/2018 certification exam validates that the candidate possesses the basic knowledge in the area of the SAP SuccessFactors Onboarding 1.0 application.

The C_THR91_1811 certification also proves that the candidate has a basic and overall knowledge about the consultant’s profile of the industry solution, and he can use his knowledge practically in projects under the guidance of a senior SAP consultant.

What Is the Level of the C_THR91_1811 Certification?

The C_THR91_1811 certification is suggested as an entry-level qualification to help consultants become accustomed to the basics of SAP SuccessFactors Onboarding 1.0.

What Topics Are Covered under the C_THR91_1811 Certification?

The C_THR91_1811 certification deals with the following topics-

• Security
• Technical Configuration
• PDF Forms
• Notifications
• Data Dictionary and Picklists
• Corporate Structure
• Integration
• Panel Designer

Some Preparation Tips to Ace the C_THR91_1811 Exam:

Learn from the Experts Via SAP C_THR91_1811 Training:

A candidate needs help regarding SuccessFactors Onboarding, as it is not easy to always understand the concepts through self-study. SAP provides training for the SAP C_THR91_1811 exam. Training is a way to learn from the SAP experts and enhance your theoretical and practical knowledge both.

You Must Be Confident about the C_THR91_1811 Syllabus Topics:

A candidate must explore the C_THR91_1811 syllabus topics first if he decides to pass the exam at the first attempt. There is no scope for choosing any particular syllabus topic and skipping the others because the SAP syllabus is almost equal percentage-based. For other IT exams, the syllabus is distributed as higher and lower weightage, and studying can be done according to the syllabus distribution. Therefore, focus on the syllabus sections with utmost devotion to score 65% marks or more and pass the exam.

Take the Help of A Schedule to Manage the Exam Preparation:

Have a schedule depending on the syllabus. You might not feel confident about all the syllabus topics, but covering most of them and covering the basics from the monotonous ones would be of great help.

Include Break in Your Study Schedule:

Yes, it is true that the candidate needs to work hard, but that does not mean you should not take a break during the study. Have a realistic approach of studying for two to three hours daily and take a break during study hours whenever you feel tired. A five-minute walk in the fresh air would boost your energy and help grasp the next topic with ease.

Use Your Schedule Like A Ritual:

If you make a schedule and do not follow the schedule, it does not lead you to success. So, while preparing for the C_THR91_1811 exam, remember to follow your study routine without fail. Any candidate can crack the exam within one month but devote ample time to learn the topics from the core and memorize them well. Writing down short notes is immensely helpful, and you can manage.

Make Practicing A priority and Evaluate Yourself:

Are you ready for the C_THR91_1811 exam? Let the C_THR91_1811 practice tests decide your preparation level. After completing the C_THR91_1811 syllabus and enhancing knowledge from different sample questions, a candidate’s priority should be practicing online. Most of the C_THR91_1811 practice tests are created in a manner that gives you the feel of taking the actual exam every time. Dumps are also readily available for the C_THR91_1811 exam preparation, but remember that you can’t evaluate your performance through dumps. Dumps are only for reading. So, make a better habit by practicing online.

What Is SAP SuccessFactors Onboarding?

SAP SuccessFactors Onboarding brings your supporting systems, processes, and people into an intuitive digital experience, accessible from anywhere, on any device.

C_CPE_12 Certification Practice Test to Make You an SAP Associate in No Time

Benefits of Using SF Onboarding:

• Manage employee onboarding, cross-boarding, offboarding, and rehire programs through a single solution.
• SAP SuccessFactors Onboarding is a cloud-based solution that lets you manage a variety of programs, including Pre Day-One, Onboarding, cross boarding, offboarding, and Rehire, through a single solution.
• Ramp up and retain new talent from day one with employee onboarding software.
• Fast-track new-hire processes with step-by-step wizards, intuitive dashboards, and built-in electronic forms.
• Streamline onboarding, cross-boarding, and off-boarding for new hires, internal transfers, and outgoing employees.

Bottom Line:

SAP SuccessFactors Onboarding draws together your supporting systems, processes, and people into an intuitive digital experience. You can use it from anywhere, on any device. Step-by-step programs are personalized for each user and help ensure timely completion, increased engagement, and accelerated productivity. Therefore, if you are a C_THR91_1811 certified candidate, you can increase the productivity of an organization through your knowledge and boost your career in the right direction.

The post C_THR91_1811 Certification: Here Are the Valuable Preparation Tips to Get It and Start Your SAP Career appeared first on ERP Q&A.

C_THR97_2105 or the SAP Certified Application Associate – SAP SuccessFactors Onboarding 1H/2021 certification exam verifies that the candidate possesses the basic knowledge in the area of the SAP SuccessFactors Onboarding application.

The C_THR97_2105 certification also proves that the candidate has the basic and overall understanding within the consultant profile of the industry solution and can use his knowledge practically in projects under the guidance of a senior consultant.

Details of the C_THR97_2105 Certification:

C_THR97_2105 or the SAP Certified Application Associate – SAP SuccessFactors Onboarding 1H/2021 certification exam comprises 80 questions. A candidate needs to get a 66% mark to pass the exam. The exam asks multiple-choice and multiple-response questions.

• The C_THR97_2105 certification is recommended as an entry-level qualification to allow consultants to get acquainted with the fundamentals of SAP SuccessFactors Onboarding.
• Consultants requesting access to implement onboarding must hold valid credentials for both C_THR81 (Employee Central) & C_THR97 (Onboarding).
• After you pass the C_THR97_2105 exam, you will be needed to pass regular assessments to stay current for all subsequent SAP SuccessFactors releases to maintain your certification status and SAP Global Certification digital badge.

Topics Covered under the C_THR97_2105 Exam:

The C_THR97_2105 exam covers topics like-

• Onboarding Data Model
• Email Notifications Using Email Services
• Essential Features and Provisioning Settings to Enable Onboarding
• Role-Based Permissions for Onboarding
• Custom Data Collection
• Document Template Management and e-Signatures
• Recruiting Management Integration with Onboarding
• Role-Based Permissions for Offboarding
• Rehire Process with Onboarding
• Onboarding Process and Compliance Settings
• Offboarding Process

Study Guide to Pass the C_THR97_2105 Exam

Move Forward with the Registration First:

If you fix the exam date early, you can plan it according to the time you have. The thought of taking the C_THR97_2105 exam on a particular date and making a plan to cover the syllabus works well together.

Completing the C_THR97_2105 Syllabus Is Must:

SAP C_THR97_2105 exam topics usually carry almost equal percentages, so exploring each section and gaining knowledge from them is mandatory in SAP C_THR97_2105 exam success. A candidate must chalk out how does he want to cover the entire syllabus. How to remember the whole syllabus that becomes a concern for many candidates. Remembering becomes easier if the aspirants make a habit of writing the topics regularly during the study. You can maintain a notebook to write correctly and use these notes later during revision.

Be Consistent with Your C_THR97_2105 Exam Schedule:

Make a schedule where you mention the study hour and topics to be covered within a specific time. Most people sit for study regularly at different timings, and they plan or choose the topic during the study, which wastes a lot of valuable time. But once an aspirant follows a routine or makes a chart and tries to dedicate certain hours for the C_THR97_2105 exam study, the candidate ends up completing the syllabus in an organized manner within the targeted weeks. Not studying regularly and planning to sit for a longer study hour is not such a great idea. Many aspirants plan to do so, but they fail at the last moment. Therefore it is suggested to study daily and for only two-three hours in a productive manner.

Are You Ready enough to Take the Exam?

A C_THR97_2105 practice test helps you to get the answer to the above question. A candidate’s study plan should be designed so that he gets enough time for self-evaluation before the exam. A self-assessment through the C_THR97_2105 practice test guides a candidate to the actual preparation level.

Make a suitable time within your study schedule and keep practicing online once you complete the syllabus topics. C_THR97_2105 practice tests are time-based, so the tests help you to get familiar with the actual exam. A candidate’s primary attempt should be to attempt the practice questions to learn about the areas he lacks and learn better time management. He might fail to score during the initial attempts but should not bother about the score initially. Gradual practice helps a candidate to score great gradually.

Always Be Ready to Learn from the Training:

SAP offers training for the C_THR97_2105 certification, which is beneficial and recommended to earn success in the exam.

What Is SuccessFactors Onboarding 2.0?

The enhanced solution is named SAP SuccessFactors Onboarding (2.0), and to use the SAP SuccessFactors Onboarding (2.0), the user must have SAP SuccessFactors Employee Central provisioned in his system. Employee Central is a prerequisite for Onboarding (2.0).

Key Features and Functionalities of SF Onboarding:

Here are some features of SF Onboarding:

• Data Collection and Document Generation
• Task and Process Management
• New Hire Home Page
• Document Management
• SAP SuccessFactors HCM Suite Integration
• Third-Party Integration

Onboarding 2.0 also offers new additional innovations like enhanced offboarding abilities as companies can no longer think of or treat offboarding as if it were just a required but inconvenient method.

C_HRHPC_2105 Certification Is the Secret to Get A Simplified Payroll Management

It is more vital than ever to assure that employees have a similarly thoughtful experience when exiting your company as they did when they joined it. SuccessFactors Onboarding helps to structure and simplify processes with actionable tasks for managers and off-boarders to make it easy to follow up on tasks, processors, due dates, or workflows while also providing a visual overview of other tasks.

Concluding Thoughts:

Each SAP certification deals with a specific domain and enhances your knowledge. The associate-level C_THR97_2105 certification deals with SF Onboarding 2.0 and upgrades your level to achieve higher-level certification and better career opportunities.

The post C_THR97_2105: Secrets to Pass the Exam Revealed!!! appeared first on ERP Q&A.