SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) - C_THR81

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SAP C_THR81 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 Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A) Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
B) Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
C) Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
D) Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A) Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
B) Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
C) Build a separate regional workflow so the compliance review step can be forced for that population.
D) Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.

3. <strong>CHALLENGE 1 &#x2014; Resort Reference Alignment for Banquet Records</strong> Housekeeping employees and banquet coordinators use the same employee creation process, yet only some banquet records show unexpected resort context during review. HR coordination wants to avoid broad template rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether affected records reference resort or conference service values that were updated after the initial template build.
B) Whether all workflow notifications for banquet changes use the same message template.
C) Whether HR coordination can manually override department association during seasonal staffing simulations.
D) Whether resort operations managers can approve banquet position changes without reviewing employee context.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

A) Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.
B) Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
C) Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.

5. <strong>CHALLENGE 1 &#x2014; District Reference Alignment for Repair Lead Records</strong> Plant technicians and mobile repair leads use the same employee creation process, yet only some repair records show unexpected district context during review. HR services wants to avoid broad configuration rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether affected records reference district or field service zone values that were updated after the early configuration cycle.
B) Whether HR services can manually override facility association during emergency roster planning.
C) Whether district managers can approve mobile repair position changes without reviewing employee context.
D) Whether all workflow notifications for mobile repair changes use the same message template.

Solutions: