SAP C_THR81_2605 Exam : 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. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A) Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.
B) Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.
C) Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
D) Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.

2. <strong>CHALLENGE 2 &#x2014; Mobile Repair Position Context for Field Coverage</strong> Mobile repair positions are available during assignment, but some assigned repair leads show facility context that does not match the shared field coverage model. Treatment plant assignments behave as expected.
Which validation action best distinguishes mobile repair position behavior from a general employee creation concern?
Response:

A) Remove district context from mobile repair positions so assignment can be completed without district-based validation.
B) Ask HR services to complete all mobile repair assignments centrally until broader district validation starts.
C) Convert affected mobile repair positions into treatment plant positions so they follow the working plant assignment pattern.
D) Test representative mobile repair position assignments and manager-facing review results against the intended zone and district context.

3. A consultant is supporting a scheduled import of future-dated position attribute corrections in a public cloud SAP SuccessFactors Employee Central and Position Management tenant before a monthly planning review. The file runs successfully for most rows, but a subset completes with warnings and leaves the affected positions unchanged. Those positions already have approved future-dated workflow requests for different attribute changes in the same effective period.
The customer wants the current administrative correction preserved without deleting the approved requests, because the future requests were already validated by the planning team. The monthly load must remain reusable and should not create a permanent manual exception process for positions with pending future changes.
What is the best next step?
Response:

A) Adjust the import handling for positions with overlapping future-dated workflow changes so the administrative correction fits the approved lifecycle timeline without replacing later records.
B) Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.
C) Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.
D) Exclude the affected positions from future imports and require HR administrators to maintain those records directly in the web-based UI each month.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text tells users that underwriting requests may remain with HR operations.
B) Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
C) Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
D) Whether every regional claims manager should be added to all position-change workflows during SIT.

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

Solutions: