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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. A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A) Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.
B) Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.
C) Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
D) Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.

2. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A) Close position responsibility validation because one corrected request reached the expected compliance reviewer.
B) Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
C) Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
D) Retest representative insurance position changes across affected contexts and compare reviewer outcomes.

3. <strong>CHALLENGE 2 &#x2014; Department Position Control for Manager Updates</strong> Position-update transactions are inconsistent only when the department context differs from the manager responsibility assignment prepared earlier. One update works, while another comparable update remains pending with HR shared services.
What is the most appropriate validation checkpoint?
Response:

A) Confirm that all managers can see the same list of position updates across the full network.
B) Confirm that the position record, department context, and assigned manager responsibility align for the affected transaction.
C) Confirm that the position update form contains all mandatory fields before submission.
D) Confirm that HR shared services users can approve the position update if the department manager does not receive it.

4. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether the workflow notification for rehabilitation-center employees uses the correct message text.
B) Whether HR shared services can complete all rehabilitation-center records without manager participation.
C) Whether the affected employee records reference location and department values that were active and aligned when validation began.
D) Whether department managers should be removed from validation until the template is finalized.

5. <strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> Plant managers request temporary access to all engineering and production positions so they can help close open hypercare cases. The HR governance lead wants plant-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.
B) Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.
C) Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.
D) Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.

Solutions: