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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. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for a protected international assignment population. In the web-based UI, HR operations users can search the records, open the correction page, edit the relevant values, and preview the changes. For that protected population only, the final processing step returns a scope message and leaves the records unchanged.
The same users complete the process successfully for all other groups, and HR administrators can process the protected records without issue. The customer wants the operations team to handle this population only for the approved month-end process and does not want broad administrator access copied to them. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A) Copy the HR administrator permissions to the operations team during each month-end cycle so the protected records can be processed without further changes.
B) Temporarily move the protected population into the general operations scope during each month-end cycle and restore the restriction afterward.
C) Review the operations role permissions and target-population scope for the final processing step, then adjust only the approved execution scope required for that protected population.
D) Ask HR administrators to continue processing the protected international assignment population each month while operations users handle all other groups.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A) Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.
B) Add the intermediate approver to the final approval step so all assignment changes receive review before completion.
C) Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.
D) Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.

3. A consultant is validating a position-based readiness process before a succession planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Review the dependency between the new regional segment and downstream planning-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
B) Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.
C) Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
D) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

4. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A) Apply the same position-reference correction to every surge-team position and assume all manager views will align.
B) Close surge-team validation because one corrected assignment now reviews correctly.
C) Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
D) Retest representative surge-team assignments across affected regional contexts and compare review outcomes.

5. A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A) Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
B) Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
C) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
D) Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.

Solutions: