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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-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
B) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
C) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
D) Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.

2. A consultant is testing a standardized manager-driven organizational update in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves successfully for all employee groups, but for one newly enabled contingent-like internal population the expected follow-on update to a related employee data segment does not occur.
The same transaction updates that segment correctly for established populations. The customer wants to keep one consistent transaction design across the tenant and does not want HR operations to add the missing update after each case. The issue began when the new population was included in the transaction scope during the latest configuration cycle.
What should the consultant investigate first?
Response:

A) Ask HR operations to maintain the missing data segment manually for the new population until the pilot is completed.
B) Review the transaction setup and post-save derivation dependency for the newly enabled population, then correct the configuration controlling the missing follow-on update.
C) Move the affected employees temporarily into an established population so the existing transaction behavior applies during the pilot.
D) Give managers direct access to edit the related data segment during the same transaction so the missing update can be completed immediately.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

A) Ask managers to choose a temporary business unit and let HR operations correct the final value after the transaction is completed.
B) Review the organizational associations for company, department, and business unit in the new structure, then correct the relationship controlling filtered business-unit availability.
C) Broaden business-unit visibility for all related structures so managers can always find the missing value during organizational moves.
D) Create duplicate business-unit records for the new structure so the intended value appears separately in the selection list.

4. A consultant is preparing a new-country onboarding test in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based UI, the hire transaction opens correctly, but when recruiters move to the personal information step, one required data section appears read-only for the new country only.
Existing countries in the same tenant can complete the same step normally. The customer confirms the section must stay editable during hiring because downstream workflow and record creation depend on it. The issue started after the rollout team introduced country-specific setup for the new region. The consultant must correct the problem without removing the section from the hire flow or creating a separate manual onboarding process.
What should the consultant investigate first?
Response:

A) Grant recruiters broader employee maintenance permissions so they can override the read-only behavior during hiring.
B) Export a sample of existing records from the new country and reload them so the hire template can refresh its section controls.
C) Review the new country-specific setup controlling field behavior in the hire process, then correct the configuration making that section read-only.
D) Ask recruiters to complete the hire without the section and let HR administrators update it after workflow approval.

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) Use broad temporary access because the environment is still preproduction and validation speed is the immediate priority.
C) Defer permission validation until after position and workflow testing are fully complete.
D) Adjust target populations and role assignments based on the intended regional responsibilities, then retest with representative HR users.

Solutions: