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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

In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A. Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
B. Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
C. Recreate all positions from the newer configuration set using the same method as the earlier working positions.
D. Give staffing users broader search access so newly approved positions appear regardless of process status.

Question 2

In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

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

Question 3

A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A. Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.
B. Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.
C. Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
D. Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.

Question 4

<strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> Corporate HR proposes a temporary role that lets compliance managers view all insurance division records while keeping branch records restricted by legal entity. The proposal would clear pending regulated review items quickly.
Which concern should drive the consultant&#x2019;s recommendation?
Response:

A. The proposal proves that existing branch permissions are correct because only insurance records require expansion.
B. The proposal should be accepted because insurance records are regulated and therefore do not require access-boundary evidence.
C. The proposal is unacceptable because compliance managers should never validate employee or position records.
D. The proposal may preserve some branch restrictions but still obscure whether insurance target populations follow the intended compliance responsibility model.

Question 5

A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

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

Solutions: