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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 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) Build a separate regional workflow so the compliance review step can be forced for that population.
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) Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
D) Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.

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

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

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) Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.
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) Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.

4. A consultant is validating controlled data maintenance in a web-based SAP SuccessFactors Employee Central tenant before monthly administration begins. HR operations users can update employee records for most populations, but for one restricted population the edit action is visible and opens correctly while the final save is blocked.
HR administrators can complete the same update for those records. The customer wants the approved operations team to maintain that restricted population only for a defined administrative process, without extending broad HR administrator access or removing the protection boundaries already in place. The consultant must restore the process in a repeatable way for monthly use.
What is the best corrective action?
Response:

A) Ask HR administrators to complete the restricted updates each month and let operations users handle the rest of the population.
B) Temporarily move the restricted population into the general operations scope during each monthly maintenance cycle and restore the boundary afterward.
C) Review the operations role permissions and target population scope for the specific maintenance process, then adjust only the authorized update access needed for that restricted group.
D) Copy the HR administrator permission set to the operations team so the save action works for the restricted population immediately.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-from-leave process in the web-based UI before a regional pilot. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee subgroup the expected standard-hours update does not apply after save. The same return action updates standard hours correctly for established subgroups.
HR operations does not want to maintain standard hours manually after each return because the process will be used repeatedly during peak staffing periods. The issue began after the new subgroup was added to the return action design during the latest configuration cycle. The consultant must correct the behavior while preserving one consistent return process across the tenant.
What should the consultant investigate first?
Response:

A) Review the post-save derivation or action configuration for the new subgroup, then correct the dependency controlling the standard-hours update.
B) Reassign affected employees temporarily into an older subgroup so the existing return action behavior can be reused.
C) Give managers direct edit access to standard hours so they can complete the missing update during the return action.
D) Ask HR operations to update standard hours manually for the new subgroup until the regional pilot is complete.

Solutions: