SAP SuccessFactors Workforce Analytics – Technical (C_THR96) Practice Exam
A reference guide to the retired C_THR96 exam — Workforce Analytics on SAP HANA, Metrics Packs, measures and dimensions, calculated columns, and benchmarks — plus where to go next now that this credential has retired. Practice questions remain available for anyone maintaining WFA-Technical knowledge.
See the current analytics exam (C_THR92) →C_THR96 exam at a glance (retired)
- Vendor
- SAP
- Exam code
- C_THR96 (final version C_THR96_2505)
- Certification
- SAP Certified Associate – Implementation Consultant – SAP SuccessFactors Workforce Analytics – Technical
- Status
- Retired December 31, 2025 — no longer bookable or renewable
- Current alternative
- People Analytics: Reporting (C_THR92); SAP is transitioning WFA toward People Intelligence
- Solution
- SAP SuccessFactors Workforce Analytics on SAP HANA (the technical/build side of WFA)
- Level
- Associate (entry-level, mentored-role qualification)
- Format (when active)
- Theory-based multiple-choice / multiple-response (“there are N correct answers”)
- Recommended background
- Business Intelligence fundamentals and HANA SQL were recommended (WFA on HANA supports SQL scripting)
- Provisioning note
- Registered SAP partner consultants received provisioning rights on certifying (WFA THR96 Certified Partners / Partner Delivery Groups); customers and independent consultants did not
- Related (live) exams
- C_THR92 — People Analytics: Reporting; C_SAC — SAP Analytics Cloud
Sources: SAP Help — SAP SuccessFactors Workforce Analytics · current alternative: SAP Learning — People Analytics: Reporting (C_THR92). The C_THR96 certification retired on December 31, 2025; verify the current roadmap with SAP.
About the Workforce Analytics – Technical (C_THR96) certification
This credential has retired (December 31, 2025). C_THR96 validated the technical, build-side skills for SAP SuccessFactors Workforce Analytics (WFA) on SAP HANA — configuring the analytics result data model, loading and transforming source data, and building the measures, dimensions, and calculated columns that power WFA dashboards and benchmarks. For how SAP certification exams work generally, see the certification study guides in our Learning Hub.
Where the Functional exam (C_THR89) focused on interpreting and using workforce analytics, the Technical exam focused on the plumbing: Metrics Packs, the WFA-on-HANA data model, measures and dimensions, calculated columns and currency conversion to a unified target currency, benchmarks, and Drill to Detail. Employee Central and the Metadata Framework typically supplied the source data. BI fundamentals and HANA SQL knowledge were recommended, since WFA on HANA allows SQL scripting.
Because SAP is consolidating SuccessFactors reporting into Story reports and Report Center and moving Workforce Analytics toward People Intelligence, candidates seeking a current credential should look at People Analytics: Reporting (C_THR92) instead. The questions below remain a useful reference for the WFA-Technical concepts, which still appear in live WFA environments.
C_THR96 topic areas (retired blueprint)
These were the competency areas the retired C_THR96 exam covered. Because the exam is retired, no current official weighting applies, so the areas are listed without percentages. They remain an accurate map of WFA-Technical concepts for anyone working in a live Workforce Analytics environment.
Building the WFA-on-HANA result data model, loading and transforming source data, and the technical foundation that powers dashboards and analytics.
Configuring Metrics Packs — the packaged sets of workforce measures and dimensions — and adapting them to a customer’s data.
Defining measures (the numeric facts, such as headcount and turnover) and dimensions (the attributes used to slice them, such as location and job level).
Creating calculated columns and metrics, and converting local salary values into a unified target currency for consistent analysis, validated through Drill to Detail.
Configuring benchmarks so customers can compare their workforce measures against external reference data.
Using Employee Central and the Metadata Framework as source data for WFA, and validating results with Drill to Detail down to the underlying records.
Source: SAP Help — SAP SuccessFactors Workforce Analytics documentation. C_THR96 retired December 31, 2025; the areas above describe the retired blueprint, not a current exam.
Who this was for — and what to take now
When active, C_THR96 targeted SAP partner consultants building the technical side of Workforce Analytics. That audience — and anyone who used this page to prepare — should now plan around the current roadmap:
- WFA technical consultants who built result data models and Metrics Packs: your WFA-on-HANA skills still apply in live environments, but for a current certification move toward People Analytics: Reporting (C_THR92).
- HR analytics and BI professionals should note SAP’s consolidation into Story reports and Report Center, and the transition of Workforce Analytics toward People Intelligence.
- Consultants adding an enterprise-analytics credential may also consider SAP Analytics Cloud, whose Story technology now underpins modern SuccessFactors reporting.
- Data foundation owners should keep Employee Central Core skills current, since it remains the primary source of workforce data.
For consultant roles and where SAP analytics skills lead, see the functional-consultant career paths in our Career Hub.
What this C_THR96 reference practice set delivers
Learn mode
Get the correct answer, the explanation, and a direct link to the SAP Help documentation each question derives from — useful for anyone maintaining WFA-Technical knowledge in a live environment.
Exam mode
Timed practice in the multiple-choice / multiple-response style the C_THR96 exam used, including the “there are N correct answers” items.
Source-linked explanations
Every answer cites current SAP Workforce Analytics Help documentation, so the technical concepts stay verifiable even though the exam has retired.
Pointer to the current path
Clear signposting to People Analytics: Reporting (C_THR92) and the WFA-to-People-Intelligence transition, so you spend your certification effort on a live credential.
Sample C_THR96 practice questions (reference)
Ten reference questions across the retired C_THR96 topic areas, with full explanations and source links to current SAP Workforce Analytics Help documentation. These are provided for knowledge maintenance; the certification itself has retired.
On which platform does the technical build of SAP SuccessFactors Workforce Analytics run, allowing SQL scripting?
- SAP HANA
- Microsoft Excel
- A local file share
- The recruiting database
Show answer & explanation
Correct: A — SAP HANA. Workforce Analytics on SAP HANA is the technical platform for building the WFA result data model, and it allows SQL scripting, which is why HANA SQL and BI fundamentals were recommended background for C_THR96.
Why not the others: Excel (B) and a local file share (C) are not the WFA build platform, and the recruiting database (D) is a source system, not the analytics engine.
Source: SAP Help — Workforce Analytics overview → Further reading: PowerKram — People Analytics: Reporting (C_THR92) →In Workforce Analytics, what is a “measure”?
- An attribute used to slice data, such as location or job level
- A numeric fact such as headcount, turnover, or time to fill
- A user permission role
- A payroll wage type
Show answer & explanation
Correct: B. A measure is a numeric fact — such as headcount, turnover, or time to fill — that WFA calculates and reports. Measures are the quantitative core of the analytics model.
Why not the others: a slicing attribute (A) is a dimension, not a measure; a permission role (C) governs access; and a wage type (D) belongs to payroll.
Source: SAP Help — Measures →What is a “dimension” used for in Workforce Analytics?
- To store the HANA backup
- To run payroll
- To slice and group measures by attributes such as location, gender, or job level
- To schedule interviews
Show answer & explanation
Correct: C. Dimensions are the attributes used to slice and group measures — for example breaking headcount down by location, gender, or job level — enabling analysis across the workforce.
Why not the others: dimensions don’t store backups (A), run payroll (B), or schedule interviews (D).
Source: SAP Help — Dimensions → Further reading: PowerKram — SAP Analytics Cloud →What is a Metrics Pack in Workforce Analytics?
- A packaged set of workforce measures and dimensions used to build the analytics
- A payroll posting run
- A single dashboard tile
- A user login bundle
Show answer & explanation
Correct: A. A Metrics Pack is a packaged set of workforce measures and dimensions that WFA uses as a starting point, which technical consultants then configure and adapt to a customer’s data.
Why not the others: it isn’t a payroll run (B), a single tile (C), or a login bundle (D).
Source: SAP Help — Metrics Packs →A technical consultant needs to compare salaries recorded in many local currencies. What approach makes the comparison valid?
- Leave every salary in its local currency and compare directly
- Ignore currency and compare the raw numbers
- Round every salary to the nearest thousand
- Convert local salary values into a unified target currency using calculated columns
Show answer & explanation
Correct: D. Salaries in different local currencies must be converted into a unified target currency — typically via calculated columns for the converted figure and the currency type — so the analysis compares like with like.
Why not the others: comparing local currencies directly (A) or raw numbers (B) mixes incompatible units, and rounding (C) does not solve the currency mismatch.
Source: SAP Help — Drill to Detail & validation → Further reading: PowerKram — SAP Analytics Cloud →How can a consultant validate that a calculated column returns the expected underlying values?
- By deleting the measure
- By using Drill to Detail to inspect the underlying records
- By disabling the dimension
- By exporting the whole HANA database
Show answer & explanation
Correct: B. Drill to Detail lets a consultant inspect the underlying records behind an aggregated value, which is the standard way to validate that a calculated column (for example a converted salary) returns the expected detail.
Why not the others: deleting the measure (A) or disabling the dimension (C) removes what you’re trying to check, and exporting the whole database (D) is neither necessary nor a validation method.
Source: SAP Help — Drill to Detail →What is the purpose of benchmarks in Workforce Analytics?
- To run the payroll cycle
- To store user passwords
- To compare a customer’s workforce measures against external reference data
- To schedule mentoring sessions
Show answer & explanation
Correct: C. Benchmarks let customers compare their own workforce measures (such as turnover or time to fill) against external reference data, adding context to internal trends.
Why not the others: benchmarks don’t run payroll (A), store passwords (B), or schedule mentoring (D).
Source: SAP Help — Benchmarks → Further reading: PowerKram — People Analytics: Reporting (C_THR92) →Which SAP SuccessFactors component most commonly supplies the source data for Workforce Analytics?
- Recruiting Marketing
- Employee Central (with the Metadata Framework)
- The compensation worksheet
- The learning catalog
Show answer & explanation
Correct: B. Employee Central, built on the Metadata Framework, is the primary source of core workforce data (job, org, and employment records) that WFA loads and models.
Why not the others: Recruiting Marketing (A), the compensation worksheet (C), and the learning catalog (D) may contribute specific data but are not the primary WFA source.
Source: SAP Help — Workforce Analytics data → Further reading: PowerKram — Employee Central Core →Workforce Planning in the WFA suite is primarily concerned with what?
- Recording daily clock in/out events
- Approving expense reports
- Building recruiting job requisitions
- Forecasting future workforce supply and demand to inform planning decisions
Show answer & explanation
Correct: D. Workforce Planning forecasts future workforce supply and demand, helping organizations anticipate gaps (for example upcoming retirements) and plan hiring and development accordingly.
Why not the others: clock in/out (A) is Time Management, expense approval (B) is a finance process, and job requisitions (C) belong to Recruiting.
Source: SAP Help — Workforce Planning →Now that C_THR96 has retired, which is the current SAP SuccessFactors analytics and reporting certification?
- C_THR96 is still the current analytics certification
- There is no analytics certification anymore
- People Analytics: Reporting (C_THR92)
- A payroll certification replaces it
Show answer & explanation
Correct: C. With C_THR96 retired (December 31, 2025), the current SuccessFactors analytics and reporting credential is People Analytics: Reporting (C_THR92), while SAP transitions Workforce Analytics toward its People Intelligence platform.
Why not the others: C_THR96 is retired, not current (A); analytics certification still exists (B); and no payroll certification replaces it (D).
Source: SAP Learning — People Analytics: Reporting (C_THR92) →Keep going: Learning & Career resources
With C_THR96 retired, point your certification effort at the current analytics path. These two PowerKram hubs help you plan the move.
Deep dive: what C_THR96 covered, why it retired, and where to go next
What the technical exam covered
C_THR96 was the build-side counterpart to the Functional analytics exam. It focused on Workforce Analytics on SAP HANA: constructing the result data model, configuring Metrics Packs, defining measures and dimensions, creating calculated columns (including currency conversion to a unified target currency), setting up benchmarks, and validating results with Drill to Detail. Employee Central and the Metadata Framework typically supplied the source data. See Employee Central Core →
Why it retired
SAP retired the Workforce Analytics for Technical Consultants certification on December 31, 2025, as part of consolidating SuccessFactors reporting into Story reports and Report Center and moving Workforce Analytics toward the newer People Intelligence platform. The underlying WFA product still exists in many customer landscapes, but the separate technical certification is no longer offered. See SAP Analytics Cloud →
Where to go next
For a current SuccessFactors analytics and reporting credential, the active path is People Analytics: Reporting (C_THR92), which centers on Report Center and Story reports. If your interest is enterprise analytics and dashboarding more broadly, SAP Analytics Cloud is a natural companion, since its Story technology underpins modern SuccessFactors reporting. See People Analytics: Reporting (C_THR92) →
Do your existing skills still matter?
Yes. Measures, dimensions, Metrics Packs, calculated columns, currency conversion, benchmarks, and Drill to Detail remain relevant in live Workforce Analytics environments, and the analytical thinking transfers directly to Story-based reporting. The reference questions on this page are aimed at keeping that knowledge sharp, not at a bookable exam. Read the certification study guides →
Frequently asked questions
Is C_THR96 still available?
Which certification replaces C_THR96?
What did the technical exam cover?
Do my WFA-Technical skills still matter?
Why keep this page if the exam retired?
C_THR96 has retired — prepare for the current analytics exam instead
The active SAP SuccessFactors analytics and reporting credential is People Analytics: Reporting (C_THR92). Start there with a free 24-hour practice trial.
Go to People Analytics: Reporting (C_THR92) →