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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 Terminal Review</strong> After a targeted correction to maintenance position context, one position change routes to the expected terminal manager. Another comparable maintenance change still remains with HR data administration.
Which next step best avoids a partial-fix trap?
Response:

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

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of organizational assignments before a payroll preparation cycle. The import completes, but several rows are marked as skipped rather than failed. The skipped records all belong to employees whose future organizational changes were already approved earlier in the month.
HR operations wants the current correction loaded now, but the customer does not want approved future changes removed or replaced. The web-based environment is stable, and the same file updates other employees correctly. The consultant must restore repeatable monthly processing without flattening the employee timeline or forcing manual edits for the affected population.
What is the best next action?
Response:

A) Split the skipped rows into a separate file and route them to HR administrators for manual web-based maintenance each month.
B) Delete the approved future changes for the affected employees, then rerun the same file so the skipped rows can load normally.
C) Adjust the import handling for the skipped employees so the current correction fits the existing future-dated sequence without overwriting approved later records.
D) Load the skipped rows with today&#x2019;s date only, then rebuild the future organizational changes after payroll preparation is complete.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A) It is less appropriate because workflow routing should always be completed by HR operations in SIT.
B) It prevents HR operations from creating employee records for underwriting support employees.
C) It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
D) It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new global assignment hire variant in the web-based UI before a controlled pilot. Recruiters can launch the hire process and enter personal data, but when they reach the employment segment, one required field group is visible yet collapses after save and does not retain the entered values for one newly enabled country only.
Other countries in the same tenant retain the values correctly. The customer confirms the field group must remain part of the standard hire design because later approvals depend on it. They do not want a country-specific manual workaround or a separate hiring process. The issue appeared after the latest country setup and localization-related configuration activities were introduced.
What is the best first action?
Response:

A) Grant recruiters broader maintenance permissions so the entered values are treated as direct updates instead of hire-step values.
B) Review the country-specific configuration controlling the persistence and behavior of that employment field group, then correct the setup dependency for the newly enabled country.
C) Export recent hires from the new country and reload them so the field group behavior refreshes before the pilot begins.
D) Ask recruiters to complete the hire without the field group and let HR administrators re-enter the missing values after approval.

5. A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A) Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
B) Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
C) Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.
D) Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.

Solutions: