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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 tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee’s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A) Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.
B) Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.
C) Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
D) Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.

2. In a web-based SAP SuccessFactors Employee Central tenant, a consultant is validating a workflow for position-to-employee update processing. When a manager submits a job information change tied to a position, the request is saved successfully but routes to a generic HR approval step instead of the regional approver required by the design.
The customer confirms that the workflow itself is active and that regional approvers exist for the affected areas. The business asks for a correction that preserves the standard approval chain and does not create separate workflows for every region because maintenance must stay simple in the public cloud environment.
What is the best correction?
Response:

A) Assign all regional approvers to the generic HR step so any of them can approve the request.
B) Instruct managers to select the correct regional approver manually until the next release cycle.
C) Review the rule or workflow derivation condition that determines the regional approver context, then correct the source condition or mapping used during submission.
D) Replace the current workflow with separate regional workflows so each region has its own fixed approver chain.

3. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
B) The team can manually list which insurance requests remain pending with corporate HR.
C) Corporate HR can approve every pending request before the remediation summary is submitted.
D) Compliance reviewers receive notification emails for some successful branch employee changes.

4. <strong>CHALLENGE 1 &#x2014; District Reference Alignment for Repair Lead Records</strong> During UAT, most employee records can be created successfully, but selected mobile repair lead records show a facility association that does not match the expected district context. Several field service zone values were updated after the early configuration cycle.
Which action best supports a controlled UAT decision?
Response:

A) Give district managers access to all mobile repair records so they can manually review and correct facility associations.
B) Compare affected records against active district, facility, and field service zone values, then correct only records with confirmed dependency impact.
C) Rework all district, facility, employee, and position records because any post-configuration field service zone update invalidates the UAT cycle.
D) Continue broader validation because the employee records save successfully and the associations can be reviewed after the next test cycle starts.

5. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A) Whether all employee change workflows should be routed to both HR and every department manager for testing.
B) Whether the notification wording explains that some requests may stay with HR shared services.
C) Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
D) Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.

Solutions: