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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 2 &#x2014; Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar&#x2019;s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

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

2. A consultant is supporting a scheduled import of future-dated employee pay-group corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly reconciliation cycle. The file processes correctly for most employees, but a subset completes with warnings and leaves those records unchanged. The affected employees already have approved future workflow requests for employment-status changes in the same effective period.
The customer wants the pay-group corrections preserved without deleting the already approved status changes, because those requests were validated as part of the monthly operating plan. They also do not want a permanent manual exception process for employees who have approved future changes. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

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

3. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> Regional claims managers request broader visibility across claims, underwriting support, and surge-team positions so they can help clear open SIT items. The HR governance owner wants regional access boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Grant cross-region access temporarily and rely on post-SIT review to identify any inappropriate record visibility.
B) Restrict regional managers from all underwriting and surge-team positions until standard claims validation is complete.
C) Keep current access unchanged and classify all blocked SIT items as evidence that the regional model is secure.
D) Validate assigned-scope access and target populations with representative regional managers before considering any limited exception.

4. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A) Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
B) Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
C) Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
D) Close position responsibility validation because one corrected request reached the expected compliance reviewer.

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A) Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.
B) Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
C) Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.
D) Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.

Solutions: