Learn, Practice, and Improve with SAP C_THR82_2505 Practice Test Questions

Explanation:

A – Managers can copy personal goals on behalf of their direct reports
Managers can quickly replicate goals for their team members to maintain alignment and consistency.

C – Users can manage Milestones for personal and team goals
Milestones allow tracking progress of goals, both individually and for teams, helping users monitor achievements.

E – Goals can be created using the SMART Goal Wizard
The SMART Goal Wizard helps users create goals that are Specific, Measurable, Achievable, Relevant, and Time-bound, guiding proper goal-setting.

❌ Why B and D are incorrect:

B: Import/export is not done directly from a Goal Plan; it requires templates or CSV uploads.

D: Employees cannot search inactive users in the People Selector; only active users are eligible for goal assignments.

References

SAP Help Portal: SAP SuccessFactors Goal Management Guide – Goal creation, SMART Wizard, and milestone management.
SAP SuccessFactors Community: Articles on copying goals for direct reports.
SAP Learning Hub: End-user capabilities in Goal Management, including milestone and goal tracking.

Explanation:

A. The subject(s) of the Calibration Session must be defined.
Why it's correct: A calibration session is meaningless without people (subjects) to calibrate. You must define the population—either by selecting specific individuals, a team, or using dynamic rules (e.g., all employees in Department X with a specific performance form template). The system cannot validate a session that has no participants.

Reference: This is a foundational step in the calibration session creation wizard in Admin Center (Performance Management > Calibration Sessions > Create New Session).

D. The calibration template to be used in the Calibration Session must be specified.
Why it's correct: The calibration template is the critical configuration object. It determines:
The data source (in this case, "Performance" forms).
The rating scale to be used for calibration (e.g., the overall performance rating scale).
The visualization (chart type: matrix, bell curve, bar chart). Permissions for who can view and edit ratings during the session.
Without linking a calibration template, the system does not know how to display the performance data or what rules to apply.

Reference: Calibration Templates are configured separately in "Calibration Template Settings." Every session must be associated with one.

E. All the subjects’ review forms must be at the calibration step in the route map.
Why it's correct: This is a key technical prerequisite when using performance forms as the data source. For a subject's data to be "available" for a calibration session, their individual performance form must have reached the specific workflow step labeled as the "calibration step" in its route map. If a form is still with the employee or manager (i.e., prior to the calibration step), its ratings are not yet "locked" for calibration and the subject will typically not appear in the session, causing validation errors or empty sessions.

Reference: This is a core integration point between Performance Management and Calibration workflows. It is detailed in implementation guides discussing the setup of route maps and calibration step configuration.

Why the Other Options are Incorrect

B. The location of the Calibration Session must be specified.
Why it's incorrect: The physical or logical "location" is not a mandatory field for validating a calibration session. While you can specify a location for organizational purposes, it is not a system requirement for the session to function. The validation focuses on data, participants, and configuration, not descriptive metadata.

C. The Calibration Session planned activation date must be defined.
Why it's incorrect: The activation date is important for determining when the session becomes available to users, but it is not required for the initial creation and validation of the session itself. You can save a session in a "Draft" state without an activation date. Validation for activation may check the date, but the fundamental session validation to ensure it is properly set up does not require it. A session can be validated successfully and saved as a draft.

Explanation:

A. Ask for Feedback is a global setting that CANNOT be disabled at the form template level.
❌ Incorrect. The Ask for Feedback feature can be controlled at the form template level. Administrators can enable or disable it depending on the template configuration. It is not strictly global-only.

B. Ask for Feedback responses in Team Overview are always visible to both the manager and the matrix manager.
❌ Incorrect. Visibility of feedback responses depends on permissions and configuration. It is not guaranteed that both the manager and matrix manager will always see them. Access is configurable.

C. The Ask for Feedback system label button can be customized from Text Replacement.
✅ Correct. SAP SuccessFactors allows administrators to rename system labels (like the Ask for Feedback button) using Text Replacement. This is useful for aligning terminology with company culture or language preferences.

D. Ask for Feedback responses can be displayed in the Supporting Information pod in the performance form.
✅ Correct. Feedback collected through this feature can be surfaced in the Supporting Information pod of the performance form, making it accessible during performance evaluations.

Reference:
SAP SuccessFactors documentation confirms that:
The Ask for Feedback feature is configurable at the template level.
Text Replacement can be used to customize system labels.
Feedback responses can be displayed in the Supporting Information pod of performance forms.

Explanation:
When Auto-Populate is enabled in the Goal Section of a Performance Management template, the system establishes a dynamic link between the form and the user’s goal plan. However, the behavior regarding deleted goals depends specifically on the configuration of the goal section:

Standard Sync (Option B):
In a standard configuration, the "Auto-Populate" feature ensures that the PM form reflects the current state of the Goal Plan. If a user removes a goal from their plan, it is removed from the form to ensure the review only covers active objectives.

The "No Longer Exists" Warning (Option D):
There is a specific configuration (often used when the form has already been launched or moved to a specific step) where the system retains the goal's data for historical purposes but flags it with the warning: "This goal no longer exists on the goal plan." This prevents data loss if a manager has already provided comments or ratings on a goal that was later deleted by the employee.

Why the other options are incorrect:

Option A is incorrect:
The primary purpose of Auto-Populate/Auto-Sync is to ensure that edits (like changing a weight or description) are updated automatically in the PM form.

Option C is incorrect:
If Auto-Populate is active, any new goal added to the goal plan will appear in the PM form automatically, provided it meets the filter criteria (if any) defined in the XML.

Reference
In the Performance Form Template XML, this behavior is controlled within the by the attributes auto-populating="true" and auto-sync="true".

Explanation:

The Get Feedback function on a performance form allows users to request input from others during the performance review process without affecting the main workflow. It creates a new user-defined step on the form, enabling the selected feedback provider to add ratings and/or comments directly on the form. This is particularly useful for gathering input from peers, managers, or other stakeholders before finalizing the evaluation. It does not use existing steps, the signature stage, or email-only feedback collection, ensuring the feedback is properly tracked and incorporated into the performance form in a structured and auditable manner.

Why the other options are incorrect:

B: Collecting feedback via email is different from the Get Feedback function; emails do not create a structured form step, and ratings/comments are not captured in the performance form workflow.

C: The signature stage is for approvals and finalizing the form, not for requesting intermediate feedback. Ratings/comments cannot be added during the signature stage.

D: Sending feedback in an existing step is not the purpose of Get Feedback; it always creates a new user-defined step, preserving the integrity of the original workflow and ensuring feedback is clearly distinguished from other steps.

References:
SAP Help Portal: SAP SuccessFactors Performance Management – Get Feedback Function
SAP SuccessFactors Community: Performance Form Workflow and Feedback Collection Best Practices
SAP Learning Hub: End-user capabilities for requesting and providing feedback on performance forms

Explanation:

Distribution guidelines are active calibration tools visible only within the interactive calibration workspace where live rating adjustments occur. They appear as visual bands or numeric targets to guide placement.

A. Bin view:
Guidelines display as colored bands/target percentages on the bell curve, enabling drag-and-drop alignment.

C. Matrix Grid view:
Guidelines appear as bands along each axis (e.g., Performance/Potential) to balance distribution across the grid.

E. List view:
Guidelines show as numeric targets and counters (e.g., "Target: 5, Current: 3") in table columns.

Incorrect Options:

B. Executive review:
A reporting tool for finalized calibration outcomes. It analyzes results but provides no interactive guideline visibility during active calibration.

D. Dashboard view:
A post-calibration analytics interface. While it may display final distributions, it does not support live guideline interaction during the session.

Reference:
SAP SuccessFactors Calibration Admin Guide sections on "Calibration Templates" and "Using the Calibration Workspace." The distinction is between active calibration interfaces (where guidelines function) and downstream reporting tools (where they do not apply).

Explanation:

A. The subject(s) of the Calibration Session must be defined.
✅ Correct. Calibration sessions require subjects (employees) to be included. Without defined subjects, the session cannot validate because there’s no data to calibrate.

B. The location of the Calibration Session must be specified.
❌ Incorrect. Location is not mandatory for validation. It’s optional metadata for organizing sessions but does not affect validation success.

C. The Calibration Session planned activation date must be defined.
❌ Incorrect. While activation dates are useful for scheduling, they are not required for validation. A session can be validated without a planned activation date.

D. The calibration template to be used in the Calibration Session must be specified.
✅ Correct. A calibration template defines the structure, data source (performance ratings, competencies, etc.), and layout of the session. Without it, the system cannot validate or run the calibration.

E. All the subjects’ review forms must be at the calibration step in the route map.
✅ Correct. For calibration to work, the subjects’ performance forms must be at the calibration step in the route map. If forms are not at this step, the data cannot be pulled into the session.

Reference:
SAP SuccessFactors Calibration Implementation Guide highlights that:
Subjects, templates, and route map step alignment are mandatory for validation.
Location and activation date are optional fields. (Source: SAP Help Portal – SuccessFactors Calibration Sessions documentation)