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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. A consultant is testing a standardized manager-driven organizational update in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves successfully for all employee groups, but for one newly enabled contingent-like internal population the expected follow-on update to a related employee data segment does not occur.
The same transaction updates that segment correctly for established populations. The customer wants to keep one consistent transaction design across the tenant and does not want HR operations to add the missing update after each case. The issue began when the new population was included in the transaction scope during the latest configuration cycle.
What should the consultant investigate first?
Response:

A) Give managers direct access to edit the related data segment during the same transaction so the missing update can be completed immediately.
B) Ask HR operations to maintain the missing data segment manually for the new population until the pilot is completed.
C) Move the affected employees temporarily into an established population so the existing transaction behavior applies during the pilot.
D) Review the transaction setup and post-save derivation dependency for the newly enabled population, then correct the configuration controlling the missing follow-on update.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional deployment. In the web-based UI, managers can select company and business unit, but for one newly activated operating structure the pay group list appears incomplete and omits the pay group that should be valid for the intended organizational combination. Other structures show the correct filtered pay group options.
HR leadership confirms the missing pay group was included during the latest corporate data maintenance cycle and must remain available only for approved combinations. The customer does not want to broaden pay-group availability across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the business process design.
What is the best next step?
Response:

A) Create duplicate pay-group records for the new structure so the intended value appears separately in the filtered list.
B) Broaden pay-group visibility for all nearby structures so managers can always find the missing value during the move process.
C) Ask managers to choose a temporary pay group and let HR operations correct the final value after the transaction is completed.
D) Review the organizational associations for company, business unit, and pay group in the new structure, then correct the relationship controlling filtered pay-group availability.

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

4. <strong>CHALLENGE 4 &#x2014; Manager Change Workflow for Store and Warehouse Contexts</strong> After a targeted correction to warehouse position context, one manager-change request routes to the expected district reviewer. Another comparable warehouse request still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

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

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary assignment changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the transaction routes directly to the final approver when both a temporary assignment flag and a position-linked change are included.
Other populations with the same combination still pass through the intended intermediate review step. The customer wants to preserve the shared workflow model because separate regional workflows would increase maintenance effort after go-live. The consultant must correct the routing without changing the underlying business process design.
What is the best corrective action?
Response:

A) Add the intermediate reviewer directly to the final approval step so all affected requests still receive additional oversight.
B) Review the routing rule or condition precedence for the new regional population, then correct the logic for requests that combine temporary assignment with a position-linked change.
C) Create a separate regional workflow so requests from the new population always include the intermediate review step.
D) Ask managers in the new regional population to submit these requests through HR administrators until the workflow design can be simplified later.

Solutions: