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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 1 &#x2014; District Reference Alignment for Repair Lead Records</strong> During UAT, most employee records can be created successfully, but selected mobile repair lead records show a facility association that does not match the expected district context. Several field service zone values were updated after the early configuration cycle.
Which action best supports a controlled UAT decision?
Response:

A) Continue broader validation because the employee records save successfully and the associations can be reviewed after the next test cycle starts.
B) Rework all district, facility, employee, and position records because any post-configuration field service zone update invalidates the UAT cycle.
C) Give district managers access to all mobile repair records so they can manually review and correct facility associations.
D) Compare affected records against active district, facility, and field service zone values, then correct only records with confirmed dependency impact.

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

3. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the regional manager should be given access to all records until the surge-team position list is corrected.
B) Whether the employee creation import should be reloaded before any access testing continues.
C) Whether HR operations can review the surge-team position instead of the regional manager during SIT.
D) Whether the permission role, target population, and regional responsibility assignment align for both assigned and unassigned records.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Resort Review</strong> After a targeted correction to banquet position context, one position change routes to the expected resort manager. Another comparable banquet change still remains with HR coordination.
Which next step best avoids a partial-fix trap?
Response:

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

5. A consultant is supporting a scheduled import of future-dated employee supervisor adjustments in a public cloud SAP SuccessFactors Employee Central tenant before a monthly validation cycle. The file processes correctly for most rows, but a subset completes with warnings and leaves the affected employees unchanged. Those employees already have approved future workflow requests for organizational reassignment in the same effective period.
The customer wants the supervisor adjustment preserved without deleting the approved reassignment requests, because those requests were already validated by regional HR. They also do not want a permanent manual exception path for employees who have approved future changes. The consultant must keep the administrative load repeatable and governance-aligned.
What is the best next step?
Response:

A) Adjust the import handling for employees with overlapping approved future changes so the supervisor adjustment fits into the effective-dated timeline without replacing later records.
B) Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.
C) Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
D) Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.

Solutions: