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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; Service Line References for Underwriting Records</strong> The operations sponsor asks whether SIT can continue if only the affected underwriting records are corrected. HR operations has limited time before policy renewal staffing scenarios are added.
Which evidence best supports continuing with bounded scope?
Response:

A) The workflow notification log shows that position-change messages were generated for the affected employees.
B) The affected records are linked to specific revised reference values, and unaffected claims records still validate against the intended regional pattern.
C) HR operations can manually update the reviewed association for all records before the staffing scenarios begin.
D) Regional managers can see all underwriting records after temporary access is granted for the SIT window.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A) Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
B) Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
C) Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.
D) Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.

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

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

4. A consultant is supporting a scheduled public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:

A) Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.
B) Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.
C) Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
D) Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.

5. A consultant is supporting a scheduled administrative update to position attributes in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. The import file is accepted, but a subset of rows fails because the records reference position codes that already exist with different effective timing than expected by the update plan.
The customer needs the changes loaded before a workforce review, but they do not want the consultant to overwrite valid historical information or remove existing timeline control from the position records. The failed rows are all related to changes that should begin next period rather than immediately. The consultant must choose a correction that preserves data history and future processing accuracy.
Which action should the consultant take first?
Response:

A) Split the file by region and rerun it under a higher-access administrative account so the existing position codes can be updated more forcefully.
B) Remove future-dated timing information from the file and load all changes as immediate updates to ensure the workforce review uses current values.
C) Review the effective timing used in the import data and align the failed position updates with the correct future-dated record handling before reprocessing the affected rows.
D) Delete the current position records for the failed rows so the import can recreate them cleanly with the new values.

Solutions: