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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. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee’s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A) Broaden location visibility for all related structures so users see the same combined location list during internal moves.
B) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
C) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.

2. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> Temporary claims surge positions are available during assignment, but some assigned surge-team employees show regional context that does not match the shared surge staffing model. Standard claims position assignments behave as expected.
Which validation action best distinguishes surge-team position behavior from a general employee creation concern?
Response:

A) Remove regional context from surge-team positions so assignment can be completed without regional validation.
B) Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.
C) Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.
D) Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-end corrections before a monthly HR control check. The file processes successfully for most employees, but several rows complete with warnings and leave the affected records unchanged. All warning rows belong to employees who already have approved future workflow requests for employment-status adjustments in the same effective period.
The customer wants the probation-end corrections preserved without deleting the already approved future requests, because those requests are part of an approved workforce plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

A) Retry the warning rows with a broader administrative role so the import can override the approved future state for this cycle.
B) Delete the approved future employment-status workflow requests, then rerun the warning rows so the probation-end corrections can load without conflict.
C) Adjust the import handling for employees with overlapping approved future changes so the probation-end correction fits into the effective-dated timeline without replacing later records.
D) Exclude employees with approved future workflow requests from all future probation imports and require HR administrators to maintain those cases manually.

4. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.
B) Create a separate workflow for the new business population so the escalation review step is always included for those requests.
C) Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.
D) Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.

5. A consultant is validating a controlled correction process in a web-based SAP SuccessFactors Employee Central tenant before the first monthly audit run. HR operations users can search and open employee records for all approved populations. For one restricted group, they can enter changes and reach the preview screen, but when they attempt to submit, the action returns them to the record without saving.
HR administrators can submit the same correction successfully. The customer wants the approved operations team to manage this restricted group only for the audit-related monthly process and does not want broad administrator access copied to them. The consultant must restore repeatable execution while preserving the stricter control boundary around that population.
What is the best corrective action?
Response:

A) Ask HR administrators to process the restricted group each month while operations handles the remaining populations.
B) Copy the HR administrator role to the operations team for the audit month so the submission can complete for the restricted group.
C) Review the operations role&#x2019;s submit-level permission and target-population scope for the specific correction process, then adjust only the authorized execution scope for that restricted group.
D) Temporarily reclassify the restricted population into the general operations scope during the audit cycle and restore it afterward.

Solutions: