SAP SF Employee Central study plan

Map the foundation object hierarchy (legal entity, business unit, division, department, location, job classification, pay group) from memory and label each as MDF or legacy object.

Define object definition versus object instance and state, for five objects, which configuration screen creates which.

Configure four foundation objects in a demo instance with correct parent associations and effective dates.

Decide, across 15 short scenarios, whether a generic object, an MDF custom object, or a standard foundation object is the correct build choice.

Explain how associations and external codes carry data from a foundation object into Job Information.

Draw the employee data model (person, employment, employment details, job information, compensation) and annotate which object owns which fields.

Create a hire in a demo instance with one person record and three effective-dated Job Information records.

List five business rules that fire on foundation object association changes and describe the trigger and correction path for each.

Distinguish effective dating, record dating, and today's date in three worked examples with conflicting dates.

Identify which employee data fields are country-specific and which are global.

Sequence a hire-to-terminate lifecycle covering hire, transfer, promotion, leave of absence, and termination with correct event reasons at each step.

Configure pay components, pay grade, and pay range so that a compa-ratio can be calculated from a base salary.

Trace how a change in pay group or position propagates to Job Information and Compensation through rules and MDF associations.

Diagnose five common hire and rehire errors (missing event reason, overlapping records, future-dated termination) and state the fix for each.

Compare the roles of event reason, event, and action in the employee lifecycle.

Complete domain 2 by producing a data-import plan for Job Information and Compensation, listing required fields and validation rules.

Categorize the main business rule types (on-save, on-change, scheduled, configurable) and match each to a use case.

Configure one rule that validates a Job Information field before save and one that triggers on a compensation change.

Define workflow and route a job change request through a two-step approval using a role-based approver.

Build a one-page security sketch showing how permission groups, target populations, and role-based permissions combine.

Configure a work schedule and holiday calendar and explain how both feed time account balances.

Build a time account type with an accrual rule (monthly accrual, proration, cap, carry-forward) and validate the output.

Distinguish time types, time accounts, and time account types and assign the correct role to each in a booking scenario.

Write an eligibility rule that grants a time account only to employees in selected pay groups and locations.

Sequence the period-end processing steps that finalize balances and hand off to payroll.

Resolve five time-off edge cases: negative balance, mid-period hire, leave of absence, retroactive booking, and carry-forward expiration.

Configure a security model with four roles, four permission groups, and field-level restrictions on two sensitive fields.

Test one rule in each of three contexts-time-off eligibility, job information validation, and workflow condition-and record the results.

Explain how workflows, alerts, and notifications differ and pick the right mechanism for four scenarios.

Describe how dynamic roles and MDF-based permissions differ from static permission groups.

Trace a pay component from EC configuration through to payroll input, naming each object it touches.

Build a decision table matching integration scenarios to the correct tool (Integration Center, CPI, OData API, Compound Employee API).

Explain EC Payroll versus external payroll handoff and list the fields each requires.

Create an ad hoc or query report with at least four output fields and one filter, then validate the result set.

Compare the reporting tools (ad hoc, query, Canvas, Story, ORD) and state which fits five stated business questions.

Re-audit every missed question from weeks 1–7 and close each gap with a corrected reference note.

Complete two full-length timed practice exams and score each by domain to rank weak areas.

List five highest-risk topics and rebuild each from scratch in a demo instance without notes.

Write a one-page cheat sheet covering effective dating, rule types, time account hierarchy, and integration tools.