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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 tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee’s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A) Broaden location visibility for all related structures so users see the same combined location list during internal moves.
B) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
C) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.

2. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether department managers should be removed from validation until the template is finalized.
B) Whether the workflow notification for rehabilitation-center employees uses the correct message text.
C) Whether HR shared services can complete all rehabilitation-center records without manager participation.
D) Whether the affected employee records reference location and department values that were active and aligned when validation began.

3. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Compliance reviewers receive notification emails for some successful branch employee changes.
B) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
C) Corporate HR can approve every pending request before the remediation summary is submitted.
D) The team can manually list which insurance requests remain pending with corporate HR.

4. A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A) Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
B) Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
C) Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
D) Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.

5. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A branch employee data change routes to the expected compliance reviewer, but a comparable insurance employee data change remains with corporate HR administrators. The same compliance reviewer can approve other changes in assigned branch contexts.
What should be validated before changing workflow configuration?
Response:

A) Whether every compliance reviewer should be added to all employee data workflows during remediation.
B) Whether corporate HR can approve all employee changes until the regulated workforce review begins.
C) Whether workflow notification text explains that insurance requests may remain with corporate HR.
D) Whether the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.

Solutions: