SAP C_THR81_2605 - SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)

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SAP C_THR81_2605 Exam Syllabus Topics:

SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:

1. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> After a targeted correction to engineering position context, one transfer routes to the expected plant reviewer. Another comparable engineering transfer still remains with corporate HR.
Which next step best avoids a partial-fix trap?
Response:

A) Remove corporate HR visibility from pending workflow requests so plant review becomes the only visible path.
B) Close workflow validation because at least one corrected engineering transfer reached the expected reviewer.
C) Retest representative transfer transactions across affected engineering contexts and compare reviewer outcomes.
D) Apply the same position-context correction to every engineering record and assume routing will align after refresh.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A) Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
B) Build a separate regional workflow so the compliance review step can be forced for that population.
C) Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.
D) Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
B) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.
C) Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
D) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.

4. A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A) Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.
B) Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
C) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.
D) Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of organizational assignments before a payroll preparation cycle. The import completes, but several rows are marked as skipped rather than failed. The skipped records all belong to employees whose future organizational changes were already approved earlier in the month.
HR operations wants the current correction loaded now, but the customer does not want approved future changes removed or replaced. The web-based environment is stable, and the same file updates other employees correctly. The consultant must restore repeatable monthly processing without flattening the employee timeline or forcing manual edits for the affected population.
What is the best next action?
Response:

A) Split the skipped rows into a separate file and route them to HR administrators for manual web-based maintenance each month.
B) Adjust the import handling for the skipped employees so the current correction fits the existing future-dated sequence without overwriting approved later records.
C) Load the skipped rows with today&#x2019;s date only, then rebuild the future organizational changes after payroll preparation is complete.
D) Delete the approved future changes for the affected employees, then rerun the same file so the skipped rows can load normally.

Solutions: