1. Question 1. How Do You Integrate Employee Central With Other Successfactors Products?

Answer :
Employee Central integrates internally with other SuccessFactors products through HRIS
Sync.
2. Question 2. How Do You Integrate Employee Central Externally With Other Products?
Answer :
There is a cloud -based integration platform available for external integration.
3. Question 3. What Does The Succession Data Model Contain?
Answer :
The Employee Records are contained in the Succession Data Model. The succession data
mode configures the fields that will appear in the Employee’s Personal Information
(outside of work) Employment Information (inside of work).
4. Question 4. What Is Configured In The Country -specific Succession Data Model?
Answer :
Address formats, country specific fields and international standards are set in the
country-spe, succession data model.
5. Question 5. What Does The Corporate Data Model Define?
Answer :
Foundation Objects and their relationships are defined in the corporate data Model.
Foundati, Objects are also called Foundation Tables. They include Organization, Job and
Pay.
6. Question 6. What Is Defined In The Country -specific Corporate Data Model?
Answer :
In here foundation objects fields for a separate country are defined.
7. Question 7. What Is The Propagation Data Model Used For?
Answer :
HRIS Propagation Data Model is used for the Auto Population from Foundation Tables
8. Question 8. What Other Two Data Models Are Used?
Answer :
Data Model Workflow Rules Data Model, Event and Event Derivation Rules Data Model
9. Question 9. How Many Data Models Are There In Employee Central?
Answer :
7
10. Question 9. How Many Data Models Are There In Employee Central?
Answer :
7

11. Question 11. How Do You Set A Field So The User Can Edit It?
Answer :
Set the attribute visible=”both”
12. Question 12. How Do You Make A Field To Be Required To Be Filled?
Answer :
Set the attribute required=”true”
13. Question 13. What Is A Dtd?
 Answer :
Document Type Definition of the data model
14. Question 14. Why Are They Called ‘success Factors’?
Answer :
Because they are behaviors which lead to successful performance in the job.
15. Question 15. Why Are There Three Levels Within The Framework?
Answer :
They describe a range of different types of behavior which are relevant to a range of
different job roles. However, the levels are not hierarchical.
16. Question 16. Are The Levels Linked To Job Grades?
Answer :
No. Just because someone is on a certain job grade, it doesn’t rule out any of the levels.
However, if a job is more senior you would expect to see more of the university level
behaviours.
17. Question 17. Are They Going To Apply To Academic Staff As Well?
Answer :
There is a similar framework for Strategic Leaders Framework and one for researchers
which have been based on Success Factors. The idea going forward is to have something
similar for all staff groups in the university.
18. Question 18. Will Success Factors Be Used To ‘get Rid’ Of People?
Answer :
That is not why they have been developed. They are used to develop individuals.
However, if the behaviour(s) are essential to the job and there continues to be no
development then it could become a performance issue.
19. Question 19. What If The Employee Doesn’t Agree With The Success Factors That Their
Manager Has Chosen?
Answer :
The manager uses the job analysis information to determine the Success Factor for the
role in conjunction with discussions with the individual. However, it is ultimately the
manager’s decision.
20. Question 20. Once A Success Factor Has Been Chosen For A Role Can It Be Changed?
Answer :
Yes; it depends on the requirements / needs of the role at any point. It is fluid and
therefore may change year on year.
21. Question 21. If A Success Factor Is Changed During The Year How Do You Know What You
Will Be Reviewed Against At The Next Pdr?
Answer :
Through dialogue / communication between the manager and the individual. The change
can also be flagged on the PDR form.
22. Question 22. Do You Have To Choose The Same Level (e.g. Self) For All The Success
Factors Identified?
Answer :
No. However, it may be that they tend towards one level.
23. Question 23. If Success Factors Are Important – How Do You Pick The Right Ones?
Answer :
 Use the job analysis information and advice from your HRO and other managers with the
same roles to determine the 3-5 core success factors. It will become easier with practice.
24. Question 24. What If The Success Factor For A Role Is What The Job Requires As A
Technical Output E.g. Communicating For A Careers’ Adviser?
Answer :
There may be a ‘technical’ requirement to do that but success factors are about ‘how’
the job is done / the behaviours required in carrying out their job.
25. Question 25. If An Individual Achieves All The Success Factors Does That Mean They Will
Get Promoted / Get More Pay?
Answer :
Not directly. Obviously the more successful the individual is in their role / can
demonstrate effective job performance / demonstrates additional behaviours, then this
can be used as evidence in any job application or pay review case.
26. Question 26. What Support Will I Have In Using The Success Factors?
Answer :
Managers will receive training; Success Factor documentation and guidance on its use
will be available on the HR web site; members of the HR team will be able to provide
advice.
27. Question 27. Won’t The Choosing Of The Success Factors Be Too Subjective?
Answer :
There is always an element of subjectivity in any process dealing with people. However,
Success Factors are objective standards or benchmarks with good examples.
28. Question 28. How Much Evidence In Assessing Success Factors Will We Be Expected To
Produce?
Answer :
Look over the previous 12 months for examples and pick out the 2 or 3 which
demonstrate the Success Factors the most.
29. Question 29. Won’t The Assessment Of Success Factors Take Too Long?
Answer :
Initially, making the assessment may take some time because it is a new process and
we’re dealing with new concepts but it is worthwhile for the benefits they bring.
30. Question 30. In What Way Can Employee Central Be Integrated With Success Factors
Products?
Answer :
With the help of HRIS sync by success Factors Products, Employee central can be
Integrated Internally.
31. Question 31. In What Way Can Employee Central Be Integrated Externally With Other
Products?
Answer :
External Integration of employee central can be done by using Cloud based integration
platform.
32. Question 32. What Is Present In Succession Data Model?
Answer :
 All the records of the employee are present in succession data [Link] type of
succession data mode constructs the fields both internal(information related to
employment) and external(personal information of employee) works’s.
33. Question 33. What Type Of Configuration Is Done In The Country Specific Succession Data
Model?
Answer :
Country specific succession data model is configured by address formats,country specific
fields and by all the international standards.
34. Question 34. What Are Defined By Corporate Data Model?
Answer :
corporate data model defines foundation objects fields and their interconnections. Once
again they contain type of organisation, mode of pay and job role.
35. Question 35. When The Job Is For Giving A Technical Output What Is The Role Of Success
Factor? ( Ex: Career Growth )
Answer :
Success factors are how to do the job and the behaviour study in carrying a job
technically.
36. Question 36. Is It Too Subjective To Choose The Success Factors?
Answer :
Success factors are examples for objective standards as well as benchmarks with
subjectivity in all the elements dealing with people.
37. Question 37. What If A Person Achieves Most Of The Success Factors Will It Be Beneficial
In Getting More Payment/promotion?
Answer :
Evidently, the success of the individual can explain the job performance, behaviours at
that time it can be use in any type of job application or the payment review.
38. Question 38. What Type Of Evidence Can Be Expected In Accessing Success Factors?
Answer :
Analysing the last 12 months and picking the best suited one which describes the success
factors positively.
39. Question 39. Will The Assessment Of Success Factors Take Much Time ?
Answer :
At first assessment can take time as it is a new process since, we are working on new
concepts they can bring benefits.
40. Question 40. What Is The Importance Of Success Factors ? How Can We Select The
Correct One?
Answer :
By using the job analysis information and suggestions from the HR and other manager in
desired roles one can predict the success factors. It can be made easy by practice.