SAP C_THR81_2605 : 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 and Position Management project, a consultant is validating a controlled process where approved vacant positions should become available for staffing preparation. In the web-based environment, position approval completes successfully and the status appears updated, but a subset of approved positions still does not appear in the next staffing-related step.
Positions created earlier in the project behave correctly. The affected records were all loaded during a recent hierarchy expansion and share the same new parent structure. The customer wants the consultant to preserve the position-driven operating model and avoid recreating large numbers of positions before the next test cycle.
What is the best action to take first?
Response:

A) Allow staffing users to create requests without selecting positions until the expanded hierarchy can be rebuilt after testing.
B) Review the dependency between approved position status and downstream staffing availability for the newly expanded hierarchy, then correct the configuration or binding that is not resolving for those positions.
C) Give staffing users broader search visibility so the approved positions appear even if the downstream readiness state is not fully aligned.
D) Recreate the newly expanded hierarchy with simplified parent structures so future positions inherit a cleaner setup automatically.

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A) Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
B) Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.
C) Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
D) Create duplicate business unit records for the region so the rehire process can continue without changing current associations.

3. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A) Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
B) Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
C) Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
D) Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change 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 regional review becomes the only visible path.
B) Apply the same position-context correction to every underwriting record and assume routing will align after refresh.
C) Retest representative position-change transactions across affected underwriting contexts and compare reviewer outcomes.
D) Close workflow validation because at least one corrected underwriting change reached the expected reviewer.

5. A consultant is supporting a scheduled import of future-dated employee pay-group corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly reconciliation cycle. The file processes correctly for most employees, but a subset completes with warnings and leaves those records unchanged. The affected employees already have approved future workflow requests for employment-status changes in the same effective period.
The customer wants the pay-group corrections preserved without deleting the already approved status changes, because those requests were validated as part of the monthly operating plan. They also do not want a permanent manual exception process for employees who have approved future changes. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A) Delete the approved future employment-status workflow requests, then rerun the warning rows so the pay-group correction can load without conflict.
B) Exclude employees with approved future workflow requests from all future pay-group imports and require HR administrators to maintain those cases manually.
C) Adjust the import handling for employees with overlapping approved future changes so the pay-group correction fits into the effective-dated timeline without replacing later records.
D) Retry the warning rows under a broader administrative role so the import can override the approved future workflow state during this cycle.

Solutions: