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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; Position Context for Engineering Center Assignments</strong> Engineering-center positions are available during transfer assignment, but some assigned employees show a plant context that does not match the engineering department model. Production position transfers behave as expected.
Which validation action best distinguishes position-context behavior from a general employee update concern?
Response:

A) Remove plant context from engineering positions so that assignment can be completed without plant review.
B) Ask corporate HR analysts to complete all engineering transfers centrally until the weekly planning review is complete.
C) Test representative engineering position assignments and manager-facing review results against the intended department and plant context.
D) Convert the affected engineering positions into production positions so they follow the working production transfer pattern.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for a protected international assignment population. In the web-based UI, HR operations users can search the records, open the correction page, edit the relevant values, and preview the changes. For that protected population only, the final processing step returns a scope message and leaves the records unchanged.
The same users complete the process successfully for all other groups, and HR administrators can process the protected records without issue. The customer wants the operations team to handle this population only for the approved month-end process and does not want broad administrator access copied to them. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A) Ask HR administrators to continue processing the protected international assignment population each month while operations users handle all other groups.
B) Temporarily move the protected population into the general operations scope during each month-end cycle and restore the restriction afterward.
C) Review the operations role permissions and target-population scope for the final processing step, then adjust only the approved execution scope required for that protected population.
D) Copy the HR administrator permissions to the operations team during each month-end cycle so the protected records can be processed without further changes.

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

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A) Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.
B) Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.
C) Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.
D) Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee&#x2019;s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A) Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.
B) Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.
C) Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
D) Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.

Solutions: