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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. <strong>CHALLENGE 3 &#x2014; District Manager Access for Municipal Boundaries</strong> District managers request broader visibility across treatment plant, pumping station, and mobile repair positions so they can help clear UAT items. The HR governance owner wants district-level access boundaries to remain visible during the UAT cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

2. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
B) Corporate HR can approve every pending request before the remediation summary is submitted.
C) The team can manually list which insurance requests remain pending with corporate HR.
D) Compliance reviewers receive notification emails for some successful branch employee changes.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Resort Review</strong> A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A) Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.
B) Whether HR coordination can approve all position changes centrally until seasonal validation begins.
C) Whether the workflow notification text tells users that banquet requests may remain with HR coordination.
D) Whether every resort operations manager should be added to all position-change workflows during remediation.

4. <strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether operations managers can approve facilities position changes without reviewing employee context.
B) Whether all workflow notifications for facilities changes use the same message template.
C) Whether affected records reference campus or service unit values that were corrected after initial department setup.
D) Whether HR administration can manually override service unit association during the planning meeting.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position&#x2019;s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A) Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.
B) Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.
C) Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.
D) Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.

Solutions: