SAP C_THR81_2605 : 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. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A) Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
B) Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
C) Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
D) Create duplicate location records for the new structure so the intended value appears separately in the selection list.

2. A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A) Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.
B) Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
C) Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.
D) Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.

3. <strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether all workflow notifications for facilities changes use the same message template.
B) Whether operations managers can approve facilities position changes without reviewing employee context.
C) Whether affected records reference campus or service unit values that were corrected after initial department setup.
D) Whether HR administration can manually override service unit association during the planning meeting.

4. <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.

5. A consultant is supporting a scheduled import of future-dated employee holiday-calendar corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end payroll review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for employment-detail changes in the same effective period.
The customer wants the holiday-calendar corrections preserved without deleting the already approved future requests, because those requests are part of an approved operating 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) Delete the approved future employment-detail workflow requests, then rerun the warning rows so the holiday-calendar corrections can load without conflict.
B) Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.
C) Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.
D) Adjust the import handling for employees with overlapping approved future changes so the holiday-calendar correction fits into the effective-dated timeline without replacing later records.

Solutions: