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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; Position Change Routing for Resort Review</strong> After a targeted correction to banquet position context, one position change routes to the expected resort manager. Another comparable banquet change still remains with HR coordination.
Which next step best avoids a partial-fix trap?
Response:

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

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A) Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
B) Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
C) Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
D) Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.

3. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the employee creation import should be reloaded before any access testing continues.
B) Whether the permission role, target population, and regional responsibility assignment align for both assigned and unassigned records.
C) Whether HR operations can review the surge-team position instead of the regional manager during SIT.
D) Whether the regional manager should be given access to all records until the surge-team position list is corrected.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A) Whether every regional claims manager should be added to all position-change workflows during SIT.
B) Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
C) Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
D) Whether the workflow notification text tells users that underwriting requests may remain with HR operations.

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

Solutions: