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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; 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) Defer surge-team context validation because temporary employees do not affect regional staffing decisions.
C) Grant HR operations permanent access to all surge-team records so they can adjust context whenever needed.
D) Replace all surge-team positions with generic claims positions so later scenarios can reuse a simpler model.

2. <strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

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

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A) Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.
B) Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.
C) Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.
D) Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A) Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
B) Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.
C) Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
D) Build a separate regional workflow so the compliance review step can be forced for that population.

Solutions: