SAP C_THR81_2605 : 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. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee’s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A) Broaden location visibility for all related structures so users see the same combined location list during internal moves.
B) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
C) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
D) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.

2. <strong>CHALLENGE 1 &#x2014; District Reference Alignment for Repair Lead Records</strong> Plant technicians and mobile repair leads use the same employee creation process, yet only some repair records show unexpected district context during review. HR services wants to avoid broad configuration rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether affected records reference district or field service zone values that were updated after the early configuration cycle.
B) Whether all workflow notifications for mobile repair changes use the same message template.
C) Whether HR services can manually override facility association during emergency roster planning.
D) Whether district managers can approve mobile repair position changes without reviewing employee context.

3. 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.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is supporting an administrative load of position status updates before a planning checkpoint. The import file is accepted, but a subset of rows completes with warnings and leaves the affected positions unchanged. The warning pattern appears only for positions that already have pending workflow-driven updates not yet finalized.
Other rows in the same file update successfully. The customer wants the consultant to preserve the controlled approval process for pending position changes and avoid forcing users to cancel those requests just to finish the import. The solution must support future recurring loads without manual cleanup after each cycle.
What is the best next action?
Response:

A) Remove the affected positions from future import files permanently and require web-based maintenance whenever workflow requests are active.
B) Adjust the import approach for positions with pending workflow-driven updates so the administrative load respects the existing in-process state instead of bypassing it.
C) Cancel the pending workflow requests for the affected positions, then rerun the import so the unchanged rows can be updated immediately.
D) Load the warning rows under a higher-access administrative role so the import can override the pending workflow state during the checkpoint cycle.

5. A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A) Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.
B) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.
C) Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
D) Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.

Solutions: