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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 4 &#x2014; Position Change Routing for Regional Review</strong> A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A) Whether every regional claims manager should be added to all position-change workflows during SIT.
B) Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
C) Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
D) Whether the workflow notification text tells users that underwriting requests may remain with HR operations.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee&#x2019;s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A) Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.
B) Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.
C) Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
D) Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.

3. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar&#x2019;s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Stop all academic and facilities testing until every position record across the university is rebuilt.
B) Open all facilities positions to operations managers temporarily so they can confirm assignments faster during validation.
C) Proceed with offline HR verification because it preserves the planning schedule and the assignment record saves successfully.
D) Narrow the validation set and verify representative facilities assignments in the system before relying on offline confirmation.

4. A consultant is validating a manager-led organizational change process in a public cloud SAP SuccessFactors Employee Central tenant before a controlled regional launch. In the web-based UI, managers can select company and legal entity, but for one newly activated structure the available employee class values are broader than expected and include classes intended for a different operational branch. Other structures display the correct narrowed list.
The transaction still saves, but testers are choosing incorrect combinations because the filtered scope is too wide. HR leadership wants the issue corrected before training because downstream approvals and reporting depend on controlled employee class selection. The customer does not want broader visibility across structures or a separate process for this new rollout group.
What is the best next step?
Response:

A) Create duplicate employee class records for the new structure so the intended values appear separately from the other branch.
B) Ask managers to continue with the current list and rely on training instructions to choose the correct employee class during processing.
C) Review the organizational associations for company, legal entity, and employee class in the new structure, then correct the relationship controlling filtered employee class availability.
D) Broaden employee class visibility for all nearby structures so the same larger list appears consistently during organizational changes.

5. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A claims manager argues that surge-team position context is less important because surge employees are temporary and assignments can be corrected later. The next validation cycle will use the same records for policy renewal staffing scenarios.
What is the best response?
Response:

A) Validate surge-team position context now because the same records will drive later assignment review, access boundaries, and routing behavior.
B) Grant HR operations permanent access to all surge-team records so they can adjust context whenever needed.
C) Replace all surge-team positions with generic claims positions so later scenarios can reuse a simpler model.
D) Defer surge-team context validation because temporary employees do not affect regional staffing decisions.

Solutions: