How do you configure Effective End Date in SAP SuccessFactors Workforce Analytics on SAP HANA? Note: There are 2 correct answers to this question.

• A. Add the Effective Start Date column and the staging framework will calculate the end date by default.
• B. Add the Effective Start Date column and set the Special Use Type option to ToDate.
• C. Add the Effective End Date column and set the Special Use Type option to ToDate.
• D. Add the Effective End Date column and leave the Special Use Type option to None.

When using the Build Fact Data and Cube Command, the initial load fails with the following message in the log: InfoHRM.Girru.Components.InputProcessingException: Uncaught exception during input processing; Component=component "Parent Child Convertor Workforce __ Organizational Unit" (28) ---> System.Exception: Duplicate id generated as 3631545_3639040_UNK_DIV. Here is the parent and child path for duplication - { LEVEL_1_ID='3631545' LEVEL_1_NAME='ROMPETROL DOWNSTREAM' LEVEL_2_ID='3631545_3639040' LEVEL_2_NAME='Supply Chain'. Why do you get this error?

• A. The Organizational Unit structure has nodes with duplicate IDs/paths that is NOT supported in the Data Factory.
• B. The Organizational Unit structure does NOT link to employee records.
• C. The Data Factory has a database connection error.
• D. The Organizational Unit structure is unable to access the table.

How would you validate a result measure 'retention rate' if the customer has a concern that the number is NOT accurate? Please refer to the formula below: Retention Rate = (SOP Headcount + External Hires - Terminations)/(SOP Headcount + External Hires) *100. Note: There are 3 correct answers to this question.

• A. Validate that the External Hires measure produces the correct figure via Drill to Detail.
• B. Validate that the Termination measure produces the correct figure via Drill to Detail.
• C. Validate that the SOP Headcount measure produces the correct figure via Drill to Detail.
• D. Validate that the EOP Headcount measure produces the correct figure via Drill to Detail.
• E. Validate that the Average Headcount measure produces the correct figure via Drill to Detail.

A customer has defined the following EVENT codes for their movement logic from EMP_JOB_INFO_T table: Hire is identified where EVENT External Code = H (Hire) and R(Rehire) Promotion is identified where EVENT External Code = 8 (Promotion) Transfer is identified where EVENT External Code = 6 (Transfer) and 16 (Job Change) Other Movement is identified where EVENT External Code = 23 (Return to Work) Termination is identified where EVENT External Code = 26 (Termination). What possible Event Lists can you create to capture all employee movements for this customer? Note: There are 2 correct answers to this question.

• A. Create 1 Event list: Hire, Termination, Promotion, Transfer, and Other Movement event codes
• B. Create 5 Event lists: Hire event codes. Termination event codes. Promotion event codes. Transfer event codes. Other Movement event codes
• C. Create 3 Event lists: Hire event codes. Termination event codes. Promotion, Transfer, and Other Movement event codes
• D. Create 3 Event lists: Hire and Promotion event codes. Transfer event codes. Termination and Other Movement event codes

Why would you use a complex fact table instead of a simple fact table? Note: There are 3 correct answers to this question.

• A. It provides full support to calculate hires, movements, and terminations.
• B. Source records can be reduced to one active fact record for any point in time.
• C. Source table records can be spliced across time.
• D. It supports structural dimensions.
• E. Tables can be sourced from a Lookup.