SAP C_BCHCM_2502 SAP Certified Associate - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions Exam Practice Test

B. Machine Learning — The SAP SuccessFactors HCM suite is supported by underlying technologies, including SAP Business AI, which leverages machine learning capabilities to enhance its HCM tools. A. SAP Business Technology Platform — While SAP BTP is used to extend and integrate HCM solutions, it is not listed as an underlying technology that directly supports the core HCM tools. C. Data Warehousing — Not referenced as a foundational technology for SuccessFactors HCM tools on learning.sap.com. D. Predictive Analytics — Although analytics capabilities are present, they are part of SAP Business AI and not separately highlighted as an underlying technology. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Analyzing Core HR and Payroll with Business Processes and Dependencies, https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-core-hr-and-payroll/analyzing-core-hr-and-payroll-with-business-processes-and-dependencies - "The suite is also supported by underlying technology and capabilities, such as the experience layer, insights, and SAP Business AI.")

A. Succession Planning — On learning.sap.com, the process of identifying and developing internal talent for future key roles is described as Succession Planning. The content states: “SAP SuccessFactors Succession Planning helps HR professionals identify and develop the talent needed to improve organizational strength and achieve today’s business goals”. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Identifying the End-to-End Capabilities of SAP Talent Management,https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-talent-management/identifying-the-end-to-end-capabilities-of-sap-talent-management )

B. Headcount reporting metrics — As noted on learning.sap.com, SAP SuccessFactors Employee Central delivers real-time workforce insights, including headcount reporting across more than 100 locales, through interactive organizational charts and live data visualization. A. Real-time gamification for employee learning — This feature is not mentioned as part of Employee Central’s real-time insights. C. Automated future workforce assignment — Workforce planning is not referenced in the context of real-time insights in Employee Central. D. Reskilling workforces at scale — Reskilling is covered in talent and learning modules, not as part of Employee Central’s real-time analytics. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Analyzing Core HR and Payroll with Business Processes and Dependencies,https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-core-hr-and-payroll/analyzing-core-hr-and-payroll-with-business-processes-and-dependencies )

B. Attributes Library — The Talent Intelligence Hub features a centralized repository (the Attributes Library) where organizations define and manage people attributes like competencies and skills. D. Growth Portfolio — This is the employee-facing component where individuals maintain and evolve their own personal attributes, aided by AI-driven skill recommendations. E. Skills Ontology — Although not always labeled exactly as such, the solution supports a structured and tagged classification framework (skills ontology) underpinning the Attributes Library and Growth Portfolio. A. SAP Business AI is not a direct component of the Talent Intelligence Hub—it’s the broader AI technology that powers it. C. Recruiting Dashboard belongs to SuccessFactors Recruiting, not the Talent Intelligence Hub. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Identifying the End-to-End Capabilities of SAP Talent Management,https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-talent-management/identifying-the-end-to-end-capabilities-of-sap-talent-management )

B. To support the activities of the employee lifecycle — According to learning.sap.com, the Recruit to Retire business process (also known as Hire to Retire) is designed specifically to support the activities of the employee lifecycle—from planning and recruiting through onboarding, employment, and offboarding. It’s an end-to-end integrated process that enables HR to manage and optimize all workforce stages directly aligned with business objectives. A. To enhance customer relationship management — Outside the scope of HR processes. C. To optimize supply chain logistics — Not part of the HR lifecycle. D. To increase sales revenue — A business goal, but not the primary objective of the Recruit to Retire process. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Identifying the End-to-End Capabilities of SAP Talent Management,https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-talent-management/identifying-the-end-to-end-capabilities-of-sap-talent-management )

D. Through real-time time valuation and continuous payroll — As confirmed on learning.sap.com, SAP SuccessFactors Employee Central Payroll ensures higher payroll accuracy by leveraging real-time payroll valuation and continuous payroll processing. This approach allows for ongoing evaluation of payroll data and error detection before the final payroll run, ensuring employees are paid accurately and on time. C. Through the use of intelligent dashboards and reports — The solution also employs intelligent dashboards and reporting tools, providing real-time insights and visualizations that help identify and resolve potential payroll inaccuracies. A. Providing quarterly payroll evaluation review sessions — Not mentioned as a payroll accuracy mechanism in the source. B. Providing automatic end-of-month payment reviews — The emphasis is on continuous, real-time evaluation, not specific end-of-month reviews. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Analyzing Core HR and Payroll with Business Processes and Dependencies,https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-core-hr-and-payroll/analyzing-core-hr-and-payroll-with-business-processes-and-dependencies )

B. By streamlining workforce planning, enhancing employee interactions, and optimizing HR processes — according to learning.sap.com, SAP SuccessFactors (part of the SAP Business Suite) uses AI agents to help HR leaders by: Automating and improving workforce planning through autonomous analysis of SAP and third-party data; Enabling more engaging, AI-driven employee experiences; Optimizing HR processes for greater efficiency. The other options are not applicable: A focuses on supplier information and workflows, which is outside the HR domain. C addresses customer behavior and churn — that's a sales/marketing use case, not HR. D relates to supply chain challenges, not the HR capabilities of SuccessFactors. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Discovering How SAP Business Suite Enables Human Resource Leaders to Achieve Their Top Objectives, https://learning.sap.com/courses/discovering-sap-successfactors-hcm-solutions/discovering-how-sap-business-suite-enables-human-resource-leaders-to-achieve-their-top-objectives-1 - "Looking ahead, AI agents will help further streamline workforce planning by autonomously analyzing SAP and third-party data, ultimately bridging the insight to ...")

A. Application integration — SAP Business Technology Platform explicitly supports application integration, enabling secure connection of processes, APIs, and data across hybrid landscapes via the SAP Integration Suite. C. Data management — BTP provides comprehensive data management capabilities, including database, data warehousing, analytics, modeling, and preparation to ensure a unified and governed data foundation. B. Rapid implementation of on-premise solutions — BTP focuses on cloud-based integration, development, and data services rather than accelerating on-premise solution deployment. D. Talent management — Talent management is delivered through SAP SuccessFactors HR modules, not a core activity of SAP BTP. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Maximizing Value by Pairing SAP SuccessFactors Core HR and Payroll with the SAP Business Technology Platform,https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-core-hr-and-payroll/maximizing-value-by-pairing-core-hr-and-payroll-with-the-sap-business-technology-platform )

A. Management of the employee re-hiring process — According to learning.sap.com, SAP SuccessFactors Onboarding includes a robust Rehire capability. This allows organizations to efficiently manage the re-hiring process—matching inactive employee records, supporting re-hire with new or previous employment, and facilitating seamless data transfer and verification within onboarding workflows. B. Automated employee relocation services — Not mentioned as an Onboarding capability on learning.sap.com. C. Performance goal setting for new employees — This functionality belongs to Performance Management, not specifically Onboarding. D. Career path planning for new employees — This is part of Career Development in Talent Management, not the Onboarding module. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Identifying the End-to-End Capabilities of SAP Talent Management,https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-talent-management/identifying-the-end-to-end-capabilities-of-sap-talent-management )