SAP C_THR81_2605 - SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)

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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 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:

A) Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.
B) Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.
C) Reassign the hidden position to a different supervisor and repeat the review from the original manager account.
D) Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.

2. <strong>CHALLENGE 3 &#x2014; Role-Based Access Boundaries for HR Operations</strong> Support tickets increase because some HR specialists cannot view records they believe they need for validation. A project coordinator suggests temporarily assigning a broader HR role to all regional HR users until testing is complete.
What is the best configuration decision?
Response:

A) Use broad temporary access because the environment is still preproduction and validation speed is the immediate priority.
B) Defer permission validation until after position and workflow testing are fully complete.
C) Remove regional restrictions from employee records and rely on workflow approvals to control inappropriate changes.
D) Adjust target populations and role assignments based on the intended regional responsibilities, then retest with representative HR users.

3. <strong>CHALLENGE 3 &#x2014; Resort Manager Access for Hospitality Boundaries</strong> Resort operations managers request broader visibility across hotel, conference, and banquet positions so they can help clear remediation items. The HR governance owner wants resort-level access boundaries to remain visible during the remediation cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

4. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> After a targeted correction to engineering position context, one transfer routes to the expected plant reviewer. Another comparable engineering transfer still remains with corporate HR.
Which next step best avoids a partial-fix trap?
Response:

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

5. A consultant is supporting a scheduled administrative load of future-dated employee assignment corrections in a public cloud SAP SuccessFactors Employee Central tenant. The import finishes with mixed results: many rows post successfully, but a subset is skipped because the target employees already have approved changes for an overlapping future period.
Current data remains intact, and no broad system error is shown in the web-based environment. The customer wants the current administrative correction preserved without deleting the already approved future records, because those future changes were part of a signed regional planning cycle. The monthly load must remain reusable without creating a permanent manual exception path for the affected employees.
What is the best next step?
Response:

A) Adjust the import handling for employees with overlapping future-dated changes so the current correction fits the approved timeline without replacing later records.
B) Exclude the affected employees from all future imports and require HR administrators to maintain those cases directly in the web-based UI.
C) Delete the overlapping approved future records, then rerun the skipped rows so the current administrative correction can be loaded without conflict.
D) Retry the skipped rows with broader administrative access so the import can override the future-dated conflict during this monthly cycle.

Solutions: