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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. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for protected worker records. In the web-based UI, HR operations users can search the records, open the correction page, and edit the values for all approved populations. For one protected mobility population, the preview page shows the proposed changes correctly, but the final submission button is missing even though the same users can complete the process for all other groups.
HR administrators can submit corrections for that population successfully. The customer wants the operations team to manage this mobility population only for the approved month-end process and does not want administrator-level access copied broadly. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A) Temporarily move the mobility population into the general operations scope during each cycle and restore the restriction afterward.
B) Review the operations role permissions and target-population scope for the final submission step, then adjust only the approved execution scope required for that mobility population.
C) Copy the HR administrator permissions to the operations team during each month-end cycle so the missing submission button appears for the mobility population.
D) Ask HR administrators to continue processing the mobility population each month while operations users handle the rest of the workforce.

2. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A) Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
B) Whether the workflow notification text tells users that facilities requests may remain with HR administration.
C) Whether every operations manager should be added to all position-change workflows during rollout planning.
D) Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.

3. <strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Restrict operations managers from all facilities positions until academic department validation is fully complete.
B) Grant cross-campus access temporarily and rely on post-planning review to identify any inappropriate record visibility.
C) Keep current access unchanged and classify all blocked planning items as evidence that the campus model is secure.
D) Validate assigned-scope access and target populations with representative operations managers before considering any limited exception.

4. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A tester suggests changing workflow routing so insurance employee changes always go directly to a compliance reviewer, regardless of employee and position context. This would reduce pending corporate HR items before the regulated review.
Why is this approach less appropriate?
Response:

A) It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
B) It prevents HR partners from updating branch employee records.
C) It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
D) It is less appropriate because corporate HR must always approve insurance employee changes.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating employee transfers between organizational units after a recent corporate data maintenance cycle. In the web-based UI, the transfer action opens normally, but for one set of regions the target department list is incomplete even though the departments exist in the system. Users can complete transfers in other regions without issue.
HR administrators confirm that the missing departments were introduced during the latest corporate structure update and should be available only within specific organizational combinations. The customer wants the consultant to restore accurate selection behavior without weakening organizational controls or exposing departments outside their intended scope.
What is the best next step?
Response:

A) Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.
B) Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.
C) Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.
D) Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.

Solutions: