SAP C_THR81_2605 Exam : SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)

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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 tenant, a consultant is validating a recurring month-end correction process for protected worker records. In the web-based UI, HR operations users can search the records, open the correction page, and edit the values for all approved populations. For one protected mobility population, the preview page shows the proposed changes correctly, but the final submission button is missing even though the same users can complete the process for all other groups.
HR administrators can submit corrections for that population successfully. The customer wants the operations team to manage this mobility population only for the approved month-end process and does not want administrator-level access copied broadly. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A) Review the operations role permissions and target-population scope for the final submission step, then adjust only the approved execution scope required for that mobility population.
B) Copy the HR administrator permissions to the operations team during each month-end cycle so the missing submission button appears for the mobility population.
C) Ask HR administrators to continue processing the mobility population each month while operations users handle the rest of the workforce.
D) Temporarily move the mobility population into the general operations scope during each cycle and restore the restriction afterward.

2. <strong>CHALLENGE 3 &#x2014; District Manager Access for Store Cluster Boundaries</strong> A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

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

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A) Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.
B) Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
C) Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.
D) Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.

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) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
C) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
D) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a temporary position suspension process before a quarterly workforce review. In the web-based UI, HR specialists can set selected positions to a suspended status and save successfully. The new status is visible on the position record, but for a subset of suspended positions the expected restriction on downstream assignment actions does not apply, and users can still initiate follow-on staffing activity.
Earlier positions in the tenant behave correctly. The customer confirms the affected positions were all created under a newly introduced position group used for seasonal roles and wants to keep that design because planning reports depend on it. The consultant must correct the issue without requiring manual monitoring of every suspended position.
What is the best first action?
Response:

A) Recreate the affected positions under an older position group so the existing suspension behavior applies again.
B) Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.
C) Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.
D) Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.

Solutions: