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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 Core and Position Management project, a consultant is validating a workflow for manager-submitted temporary role changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the request skips the policy-review step whenever the transaction includes both a temporary end date and a position-linked reporting change.
Similar requests for existing populations still include the policy review as designed. The customer wants to keep the shared workflow framework because separate regional workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without changing the underlying business process design.
What is the best corrective action?
Response:

A) Add the policy reviewer directly to the final approval step so affected requests still receive additional oversight before completion.
B) Ask managers in the new regional population to submit these cases through HR administrators until the routing design is simplified later.
C) Create a separate regional workflow so requests from the new population always include the policy-review step.
D) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date and position-linked reporting change.

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

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

A) Adjust the import handling for employees with overlapping approved future changes so the standard-hours correction fits into the effective-dated timeline without replacing later records.
B) Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.
C) Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.
D) Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.

4. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> After a targeted correction to insurance position context, one employee data change routes to the expected compliance reviewer. Another comparable insurance change still remains with corporate HR administrators.
Which next step best avoids a partial-fix trap?
Response:

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

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-primary-role process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee segment the expected post-save update to the employee&#x2019;s regular shift indicator does not occur. The same action updates that indicator correctly for existing segments.
HR operations wants to keep one standardized return process across the tenant and does not want to maintain the shift indicator manually after each approved request. The issue began after the new segment was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process into segment-specific variants.
What should the consultant investigate first?
Response:

A) Reclassify affected employees temporarily into an older segment so the existing return process can be reused without further setup changes.
B) Review the post-save derivation or action configuration for the new segment, then correct the dependency controlling the regular shift indicator update.
C) Give managers direct edit access to the regular shift indicator so they can complete the missing update during the same transaction.
D) Ask HR operations to update the regular shift indicator manually for the new segment until the pilot period is complete.

Solutions: