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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:

Question 1

<strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

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

Question 2

In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A. Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.
B. Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
C. Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
D. Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.

Question 3

A consultant is validating a manager-led organizational change process in a public cloud SAP SuccessFactors Employee Central tenant before a controlled regional launch. In the web-based UI, managers can select company and legal entity, but for one newly activated structure the available employee class values are broader than expected and include classes intended for a different operational branch. Other structures display the correct narrowed list.
The transaction still saves, but testers are choosing incorrect combinations because the filtered scope is too wide. HR leadership wants the issue corrected before training because downstream approvals and reporting depend on controlled employee class selection. The customer does not want broader visibility across structures or a separate process for this new rollout group.
What is the best next step?
Response:

A. Review the organizational associations for company, legal entity, and employee class in the new structure, then correct the relationship controlling filtered employee class availability.
B. Create duplicate employee class records for the new structure so the intended values appear separately from the other branch.
C. Broaden employee class visibility for all nearby structures so the same larger list appears consistently during organizational changes.
D. Ask managers to continue with the current list and rely on training instructions to choose the correct employee class during processing.

Question 4

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

Question 5

A consultant is testing a controlled data correction process in a web-based SAP SuccessFactors Employee Central tenant before month-end operations. HR operations users can launch an employee data correction for all approved populations, but for one restricted regional group the final review screen opens with all changed values visible while the confirm action is unavailable.
HR administrators can complete the same correction for that group without issue. The customer wants the operations team to handle the process for the restricted region only within the approved monthly cycle and does not want administrator-level access copied broadly. The consultant must restore the controlled execution path without weakening the region&#x2019;s stricter governance boundary.
What is the best corrective action?
Response:

A. Temporarily move the restricted region into the general operations population during month-end processing and restore it afterward.
B. Ask HR administrators to complete the restricted-region confirmations each month while operations users handle the rest of the population.
C. Copy the administrator permission set to the operations role for the restricted region so the confirm action becomes available immediately.
D. Review the operations role permissions and target population settings for the final execution step, then adjust only the authorized confirm scope required for that restricted regional group.

Solutions: