SAP C_THR81 : SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)

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

1. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:

A) It is less appropriate because corporate HR must always approve regulated position changes.
B) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
C) It is less appropriate because branch positions cannot participate in any Employee Central workflow.
D) It prevents business unit values from being used in employee imports.

2. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A) Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.
B) Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.
C) Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
D) Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.

3. A consultant is validating a controlled update process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review window. HR operations users can search for employee records, open the correction screen, and edit values for all approved populations. For one restricted leadership population, however, the save action is available and appears to run, but the transaction returns a validation-style access message and the updates are not committed.
HR administrators can save the same correction successfully. The customer wants the approved operations team to maintain this leadership population only for the defined compliance process, without copying full administrator access or weakening the protection boundary around sensitive records. The solution must support recurring monthly execution.
What is the best corrective action?
Response:

A) Review the operations role permissions and target-population scope for the save-level correction process, then adjust only the authorized update scope required for that leadership population.
B) Ask HR administrators to process that leadership population every month while the operations team continues handling the rest of the workforce.
C) Temporarily move the leadership population into the general operations scope during each monthly cycle, then restore the existing restriction afterward.
D) Copy the HR administrator role to the operations team during the compliance window so the save can complete for the leadership population.

4. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-submitted temporary role changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the request skips the policy-review step whenever the transaction includes both a temporary end date and a position-linked reporting change.
Similar requests for existing populations still include the policy review as designed. The customer wants to keep the shared workflow framework because separate regional workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without changing the underlying business process design.
What is the best corrective action?
Response:

A) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date and position-linked reporting change.
B) Ask managers in the new regional population to submit these cases through HR administrators until the routing design is simplified later.
C) Add the policy reviewer directly to the final approval step so affected requests still receive additional oversight before completion.
D) Create a separate regional workflow so requests from the new population always include the policy-review step.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary schedule adjustment process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee category the expected post-save update to the employee&#x2019;s work schedule class does not occur. The same action updates the schedule class correctly for established categories.
HR operations wants to keep a single standardized adjustment process across the tenant and does not want to correct the schedule class manually after each approved request. The issue began after the new category was introduced during the latest configuration cycle. The consultant must correct the behavior without creating category-specific process variants.
What should the consultant investigate first?
Response:

A) Reclassify affected employees temporarily into an older category so the existing adjustment behavior can be reused without further changes.
B) Ask HR operations to update the work schedule class manually for the new category until the pilot period is complete.
C) Give managers direct edit access to the work schedule class so they can complete the missing update during the same transaction.
D) Review the post-save derivation or transaction configuration for the new category, then correct the dependency controlling the work schedule class update.

Solutions: