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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:

Question 1

In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A. Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.
B. Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
C. Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.
D. Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.

Question 2

In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A. Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
B. Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.
C. Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
D. Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.

Question 3

A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review cycle. HR operations users can search records, open the correction page, and prepare updates for all approved populations. For one sensitive regional population, the preview step works and the changed values are visible, but the final process completes without committing those rows and returns an access-scope message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this population only for the defined monthly correction process, without broad administrator rights and without weakening the stricter regional governance boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A. Temporarily move the sensitive regional population into the general operations scope during each monthly cycle and restore the current restriction afterward.
B. Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that regional population.
C. Copy the administrator permissions to the operations team during the monthly cycle so the final processing step can complete for the restricted rows.
D. Ask HR administrators to process the sensitive regional population separately every month while operations users continue with the rest of the workforce.

Question 4

A consultant is supporting a scheduled public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:

A. Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.
B. Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
C. Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.
D. Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.

Question 5

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. Retry the warning rows with a broader administrative role so the import can override the approved future state for this cycle.
B. 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.
C. Exclude employees with approved future workflow requests from all future probation imports and require HR administrators to maintain those cases manually.
D. Delete the approved future employment-status workflow requests, then rerun the warning rows so the probation-end corrections can load without conflict.

Solutions: