SAP C_THR81 : SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:

1. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> During SIT, most claims employee records can be created successfully, but selected underwriting support records show a service-line association that does not match the expected regional context. Several underwriting support values were revised after the initial configuration cycle.
Which action best supports a controlled readiness decision?
Response:

A) Rework all region, service-line, employee, and position records because any post-configuration underwriting value revision invalidates SIT.
B) Compare affected records against active region, service-line, and underwriting support values, then correct only records with confirmed dependency impact.
C) Give regional claims managers access to all underwriting support records so they can manually review and correct service-line associations.
D) Continue end-to-end validation because the employee records save successfully and associations can be reviewed after staffing scenarios are added.

2. <strong>CHALLENGE 2 &#x2014; Shared Maintenance Position Context Across Terminals</strong> Maintenance positions are available during assignment, but some assigned maintenance planners show terminal context that does not match the shared maintenance model. Dockside crew assignments behave as expected.
Which validation action best distinguishes maintenance position behavior from a general employee creation concern?
Response:

A) Remove terminal context from maintenance positions so assignment can be completed without terminal-based validation.
B) Ask HR data administration to complete all maintenance assignments centrally until configuration testing starts.
C) Test representative maintenance position assignments and manager-facing review results against the intended work-area and terminal context.
D) Convert affected maintenance positions into dockside crew positions so they follow the working dockside assignment pattern.

3. A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A) Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
B) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
C) Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
D) Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.

4. A consultant is validating a manager-driven department change process in a public cloud SAP SuccessFactors Employee Central Core tenant. In the web-based UI, managers can start the transaction and select the employee&#x2019;s company, but for one newly onboarded region the list of available divisions is not empty and not missing values; instead, it shows valid-looking divisions in the wrong business order, causing the intended default division to appear below unrelated regional values.
Other regions show the correct narrowed list. HR leadership wants the consultant to correct the issue before training because users must follow controlled organizational selection without relying on trial-and-error. The customer does not want a separate regional transaction or broader division exposure across companies.
What is the best next step?
Response:

A) Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
B) Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.
C) Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.
D) Review the organizational relationships and assignment logic introduced for the newly onboarded region, then correct the company-to-division association controlling the filtered division list.

5. <strong>CHALLENGE 1 &#x2014; Business Unit References for Insurance Employee Records</strong> The compliance director asks whether the regulated workforce review can begin if only selected insurance records are corrected. Regional HR partners have limited time to repeat foundation data and employee testing.
Which evidence best supports continuing with bounded scope?
Response:

A) Compliance managers can view all insurance records after temporary access expansion.
B) Corporate HR administrators can manually update all insurance records before the regulated review begins.
C) Affected insurance records are linked to specific adjusted business unit values, and unaffected branch records still validate against the intended pattern.
D) Notification messages are generated for the affected employee data change requests.

Solutions: