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; Store Reference Timing for Employee Import Results</strong> During cutover rehearsal, most employee imports complete successfully, but selected warehouse shift-lead records show an unexpected district association in manager-facing review. Store-level reference values were corrected after the initial employee import.
Which action best supports a controlled correction path?
Response:

A) Compare affected records against active store and district values, then correct or re-import only records with confirmed dependency impact.
B) Continue final manager testing because the import completed successfully and the district association can be reviewed later.
C) Re-import all employee and position records because any post-import store correction invalidates the rehearsal dataset.
D) Give district managers access to all warehouse employee records so they can review and correct the district association manually.

2. A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A) Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
B) Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
C) Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.
D) Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.

3. A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

A) Review the organizational associations for company, legal entity, and location in the new structure, then correct the relationship controlling filtered location availability.
B) Create duplicate location records for the new structure so the intended values appear separately from the neighboring legal entity.
C) Broaden location visibility for all nearby legal entities so the same combined list appears consistently during reassignment.
D) Ask managers to continue using the current list and rely on training guidance to select the correct location during the reassignment process.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee&#x2019;s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
B) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
C) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
D) Broaden location visibility for all related structures so users see the same combined location list during internal moves.

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

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

Solutions: