SAP 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 a global transfer process in the web-based UI after a recent corporate data refresh. For one country group, users can start the transfer and choose the legal entity, but the cost center list is unexpectedly broader than intended and includes values from another region.
The transfer can still be saved, so the issue is not blocking execution. HR leadership wants the consultant to fix the problem before user training because financial reporting depends on controlled cost center selection. The customer does not want to remove the cost center field from the transaction or introduce a separate transfer design for that country group.
What is the best corrective action?
Response:

A) Ask users to select the correct cost center manually from the broader list because the transfer still saves successfully.
B) Hide the cost center field for that country group until the corporate data refresh can be reviewed after training.
C) Review the organizational associations introduced in the recent corporate data refresh and correct the relationship controlling cost center availability for that country group.
D) Duplicate the country-specific cost centers under new records so users can distinguish the correct values during transfer entry.

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A) Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
B) Create duplicate business unit records for the region so the rehire process can continue without changing current associations.
C) Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
D) Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.

3. A consultant is testing a workflow for manager-submitted temporary reporting-line adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
B) Create a separate workflow for the new operational population so the intermediate review is always included for those requests.
C) Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.
D) Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.

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

5. <strong>CHALLENGE 4 &#x2014; Manager Change Workflow for Store and Warehouse Contexts</strong> After a targeted correction to warehouse position context, one manager-change request routes to the expected district reviewer. Another comparable warehouse request still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

A) Remove HR operations visibility from pending workflow requests so district review becomes the only visible path.
B) Retest representative manager-change transactions across affected warehouse contexts and compare reviewer outcomes.
C) Apply the same position-context correction to every warehouse record and assume routing will align after refresh.
D) Close workflow validation because at least one corrected warehouse request reached the expected reviewer.

Solutions: