SAP C_THR81_2605 : 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. <strong>CHALLENGE 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> The import logs do not show a single rejected file, yet position assignments behave differently depending on which regional values are referenced. The project lead wants to avoid a broad reload unless the second-order cause is clear.
What should the consultant determine first?
Response:

A) Whether workflow approvers can manually reroute affected position changes during the next validation cycle.
B) Whether affected position records reference foundation values that were inactive, missing, or created after the import sequence.
C) Whether HR specialists can edit the employee records directly from the employee profile screen.
D) Whether all regional managers have the same permission role before reviewing imported positions.

2. A consultant is validating a position-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position&#x2019;s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A) Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.
B) Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
C) Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
D) Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.

3. <strong>CHALLENGE 1 &#x2014; Business Unit References for Insurance Employee Records</strong> Branch employees and insurance claims supervisors use similar employee record structures, yet only some insurance records show incorrect legal entity context during compliance manager review. Corporate HR wants to avoid broad reload unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether workflow notification templates differ between branch and insurance employee changes.
B) Whether affected records reference business unit values adjusted after the initial foundation data load.
C) Whether corporate HR administrators can manually override legal entity context before the regulated review.
D) Whether compliance managers can approve insurance position changes without reviewing employee context.

4. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A) Close surge-team validation because one corrected assignment now reviews correctly.
B) Retest representative surge-team assignments across affected regional contexts and compare review outcomes.
C) Apply the same position-reference correction to every surge-team position and assume all manager views will align.
D) Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.

5. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A) Whether every plant manager should be added to all transfer workflows during the hypercare period.
B) Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
C) Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
D) Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.

Solutions: