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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. A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A) Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.
B) Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.
C) Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.
D) Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.

2. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Resort Review</strong> A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A) Whether HR coordination can approve all position changes centrally until seasonal validation begins.
B) Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.
C) Whether every resort operations manager should be added to all position-change workflows during remediation.
D) Whether the workflow notification text tells users that banquet requests may remain with HR coordination.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reactivation process before a controlled staffing restart. In the web-based UI, HR specialists can change selected positions from inactive to active and save successfully. The active status is visible on the position record, but for a subset of reactivated positions the expected availability for downstream nomination activity does not return, and planners still cannot use them in the next preparation step.
Older reactivated positions behave correctly. The customer confirms the affected records belong to a newly introduced position class used for temporary expansion roles and wants to keep that class because planning reports depend on it. The consultant must restore correct lifecycle behavior without requiring planners to track usable positions manually.
What is the best first action?
Response:

A) Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.
B) Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.
C) Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.
D) Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> After a targeted correction to facilities position context, one position change routes to the expected operations manager. Another comparable facilities change still remains with HR administration.
Which next step best avoids a partial-fix trap?
Response:

A) Retest representative position-change transactions across affected facilities contexts and compare reviewer outcomes.
B) Remove HR administration visibility from pending workflow requests so campus review becomes the only visible path.
C) Close workflow validation because at least one corrected facilities change reached the expected reviewer.
D) Apply the same position-context correction to every facilities record and assume routing will align after refresh.

5. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A tester suggests changing workflow routing so insurance employee changes always go directly to a compliance reviewer, regardless of employee and position context. This would reduce pending corporate HR items before the regulated review.
Why is this approach less appropriate?
Response:

A) It prevents HR partners from updating branch employee records.
B) It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
C) It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
D) It is less appropriate because corporate HR must always approve insurance employee changes.

Solutions: