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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 scheduled import of future-dated probation-end corrections before a monthly HR control check. The file processes successfully for most employees, but several rows complete with warnings and leave the affected records unchanged. All warning rows belong to employees who already have approved future workflow requests for employment-status adjustments in the same effective period.
The customer wants the probation-end corrections preserved without deleting the already approved future requests, because those requests are part of an approved workforce plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

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

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary work-arrangement changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes to a general approval step instead of the intended review queue whenever both a temporary end date and a position-related organizational change are present.
Existing populations with the same combination still use the intended review queue. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the broader process.
What is the best corrective action?
Response:

A) Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.
B) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-related organizational change.
C) Create a separate workflow for the new operating population so the intended review queue is always used for those requests.
D) Ask managers in the new population to submit these requests through HR administrators until the routing design can be simplified.

3. <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) Close workflow validation because at least one corrected mobile repair change reached the expected reviewer.
C) Apply the same position-context correction to every mobile repair record and assume routing will align after refresh.
D) Retest representative position-change transactions across affected mobile repair contexts and compare reviewer outcomes.

4. <strong>CHALLENGE 3 &#x2014; Resort Manager Access for Hospitality Boundaries</strong> A resort operations manager can access employees in one assigned housekeeping department but cannot view a banquet position that belongs to their resort responsibility. Another unassigned conference-center position appears in their review list.
What should the consultant validate first?
Response:

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

5. <strong>CHALLENGE 2 &#x2014; Mobile Repair Position Context for Field Coverage</strong> A mobile repair assignment can be saved, but manager-facing review later displays inconsistent district context. The field operations director asks whether the team can proceed if HR services verifies repair assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed with offline HR verification because it preserves the UAT schedule and the assignment record saves successfully.
B) Stop all plant and mobile repair testing until every position record across all municipal districts is rebuilt.
C) Narrow the validation set and verify representative mobile repair assignments in the system before relying on offline confirmation.
D) Open all mobile repair positions to district managers temporarily so they can confirm assignments faster during validation.

Solutions: