SAP 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. <strong>CHALLENGE 1 &#x2014; Store Reference Timing for Employee Import Results</strong> During cutover rehearsal, most employee imports complete successfully, but selected warehouse shift-lead records show an unexpected district association in manager-facing review. Store-level reference values were corrected after the initial employee import.
Which action best supports a controlled correction path?
Response:

A) Re-import all employee and position records because any post-import store correction invalidates the rehearsal dataset.
B) Compare affected records against active store and district values, then correct or re-import only records with confirmed dependency impact.
C) Give district managers access to all warehouse employee records so they can review and correct the district association manually.
D) Continue final manager testing because the import completed successfully and the district association can be reviewed later.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A) Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.
B) Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.
C) Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.
D) Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.

3. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> During SIT, most claims employee records can be created successfully, but selected underwriting support records show a service-line association that does not match the expected regional context. Several underwriting support values were revised after the initial configuration cycle.
Which action best supports a controlled readiness decision?
Response:

A) Give regional claims managers access to all underwriting support records so they can manually review and correct service-line associations.
B) Rework all region, service-line, employee, and position records because any post-configuration underwriting value revision invalidates SIT.
C) Continue end-to-end validation because the employee records save successfully and associations can be reviewed after staffing scenarios are added.
D) Compare affected records against active region, service-line, and underwriting support values, then correct only records with confirmed dependency impact.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating employee transfers between organizational units after a recent corporate data maintenance cycle. In the web-based UI, the transfer action opens normally, but for one set of regions the target department list is incomplete even though the departments exist in the system. Users can complete transfers in other regions without issue.
HR administrators confirm that the missing departments were introduced during the latest corporate structure update and should be available only within specific organizational combinations. The customer wants the consultant to restore accurate selection behavior without weakening organizational controls or exposing departments outside their intended scope.
What is the best next step?
Response:

A) Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.
B) Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.
C) Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.
D) Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.

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

Solutions: