SAP C_THR81_2605 real exam prep : 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 4 &#x2014; Position Change Routing for District Review</strong> A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

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

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

3. A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
B) Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.
C) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
D) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
B) Export the affected positions, assign them new identifiers, and reload them under a different position type.
C) Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
D) Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.

5. 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) Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
B) Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
C) Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
D) Review the country-specific configuration controlling the field&#x2019;s defaulting logic and correct the dependency supplying the value during hire creation.

Solutions: