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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 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> During validation, several position records can be selected during employee assignment, but the regional context shown later in review does not match the expected operating area. The team confirms that some corporate data values were created after the initial position import.
Which action best supports a controlled correction before the next manager test cycle?
Response:

A) Expand HR specialist permissions temporarily so that users can correct affected employee and position records during testing.
B) Continue manager validation and document the behavior as a known limitation until the next rollout wave.
C) Validate the active foundation data referenced by affected records, then selectively correct or reload only dependent records with confirmed mismatches.
D) Reload all employee and position records so that every imported object is rebuilt using the newest corporate data values.

2. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A) Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.
B) Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
C) Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
D) Create duplicate cost center records for the new structure so the intended values appear separately in the list.

3. <strong>CHALLENGE 1 &#x2014; Resort Reference Alignment for Banquet Records</strong> During template remediation, most employee records can be created successfully, but selected banquet coordinator records show a department association that does not match the expected resort context. Several conference service values were updated after the initial template build.
Which action best supports a controlled remediation decision?
Response:

A) Continue seasonal validation because the employee records save successfully and the associations can be reviewed after simulations begin.
B) Compare affected records against active resort, department, and conference service values, then correct only records with confirmed dependency impact.
C) Give resort operations managers access to all banquet records so they can manually review and correct department associations.
D) Rework all resort, department, employee, and position records because any post-build conference service update invalidates the template.

4. <strong>CHALLENGE 4 &#x2014; Manager Change Workflow for Store and Warehouse Contexts</strong> After a targeted correction to warehouse position context, one manager-change request routes to the expected district reviewer. Another comparable warehouse request still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

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

5. A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A) Remove the field from the hiring process so new records can be created without interruption and restore it later.
B) Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.
C) Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
D) Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.

Solutions: