C_BCHCM_2502 SAP Certified Associate - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions Free Practice Exam Questions (2025 Updated)

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 ...")

C. Treating people ethically and fairly — According to learning.sap.com, “People Sustainability … focuses on treating people … ethically and fairly” across the workforce, supply chains, and communities. The other choices don’t align with the core definition of people sustainability on learning.sap.com: A. Paying employees a living wage — While important, it’s a specific action, not the broad concept. B. Identifying the skills required to support sustainability initiatives — That’s tied to talent management and sustainability skills, but not the overarching definition. D. Providing employees with benefits such as healthcare — Important for employee well-being, but still part of tactical benefits rather than the concept itself. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Illustrating the Need for Sustainable Enterprises, https://learning.sap.com/learning-journeys/discover-sap-business-technology-platform/illustrating-the-need-for-sustainable-enterprises_e927829f-1009-48c9-b37a-06a2819e5885 - SAP's goal is to support your sustainability needs... [contextually aligns with ethical treatment in sustainability frameworks])

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 )

A. To promote a sense of belonging for all employees — According to learning.sap.com, in the context of people sustainability’s Diversity, Equity & Inclusion (DEI) pillar, the focus is on: “treating each individual fairly and equitably, regardless of social identity … and ensuring they feel a sense of true belonging”. B. To maximize individual growth potential — More aligned with the Empowerment & Growth sustainability pillar. C. To prioritize physical health and safety in the workplace — Falls under the Health & Safety pillar. D. To ensure financial well-being and stability for all employees — Linked to the Well-being & Balance pillar. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Illustrating the Need for Sustainable Enterprises,https://learning.sap.com/learning-journeys/discover-sap-business-technology-platform/illustrating-the-need-for-sustainable-enterprises_e927829f-1009-48c9-b37a-06a2819e5885 )

B. Setting employee goals and their continuous growth. According to learning.sap.com, the Develop to Grow process focuses on the entire employee development journey: defining and aligning personal and organizational goals, facilitating continuous performance management, enabling coaching and mentoring, and enabling learning to support ongoing skill and career growth. The other options are not applicable: A. Attracting talented candidates is associated with the Recruit to Onboard process, not Develop to Grow. C. Onboarding new hires also falls under Recruit to Onboard, not the development phase. D. Evaluating potential candidates is part of recruitment, not the focus of Develop to Grow. (Reference: SAP Learning Journey - Positioning SAP Business Suite via SAP SuccessFactors HCM Solutions, Lesson: Identifying the End-to-End Capabilities of SAP SuccessFactors Talent Management, https://learning.sap.com/learning-journeys/discovering-sap-solutions-for-talent-management/identifying-the-end-to-end-capabilities-of-sap-talent-management - "The Develop to Grow process helps employees grow through goal setting, performance reviews, skill development, and access to mentorship and learning ...")

B. AI features for job description content generation and candidate skills matching — SAP SuccessFactors Recruiting includes intelligent tools that help recruiters generate job descriptions, prepare interview questions, and match candidate skills to roles automatically. C. Automated job distribution to job boards and sourcing channels — The solution supports seamless, automated job posting to multiple job boards and sourcing channels, optimizing reach and tracking performance efficiently. A. Ability to automate the candidate-to-employee conversion process — That’s a feature of SuccessFactors Onboarding, not Recruiting. D. Automatic candidate screening and final selection — While AI-assisted screening is available, automatic final selection is not a Recruiting feature listed on learning.sap.com. (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. By aligning workforce decisions with business goals amid changing market dynamics and skills shortages — One of the CHRO's top objectives is aligning workforce decisions with business goals—a core benefit of SAP Business Suite’s integrated HR and AI-assisted capabilities. C. By enabling agile and compliant HR in an increasingly complex legal and regulatory landscape — SAP Business Suite supports compliance by managing HR processes that adapt to evolving global regulations, helping CHROs maintain agility and governance. D. By ensuring an engaged and productive workforce as competition intensifies and expectations evolve — CHROs seek to build an engaged and productive workforce; SAP Business Suite provides AI-enabled tools and unified experiences to support employee engagement and performance. A. Maintaining customer data for accurate analysis — This is outside HR scope. E. Managing uncertainty via real-time planning and scenario analysis — While valuable, it’s more aligned with finance/operations, not a primary CHRO objective per the source. (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 )

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 )