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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management - MDF framework configuration 1. Object definition and associations 2. Rules and business logic configuration
Topic 2: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Workflow and approval processes 2. Transfers, promotions, and compensation changes - Hiring and onboarding processes 1. Onboarding data flow 2. Recruit-to-hire integration concepts
Topic 3: Employee Central Core Configuration	- Employee master data management 1. Job information and employment details 2. Personal data and employment records - Data models and foundation objects 1. Corporate data model and configuration concepts 2. Foundation objects and generic objects (MDF)
Topic 4: Position Management	- Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships - Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance

>> C_THR81_2605日本語復習赤本 <<

実際的SAP C_THR81_2605｜最新のC_THR81_2605日本語復習赤本試験｜試験の準備方法SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)オンライン試験

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) 認定 C_THR81_2605 試験問題 (Q67-Q72):

質問 # 67
A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A. Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.
B. Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.
C. Create a separate workflow for the new service population so the governance review step is always included for those requests.
D. Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.

正解：A

解説：
Feedback:
The workflow engine is functioning because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a routing-rule or rule-precedence problem rather than missing workflow activation. Correcting that logic addresses the root cause and preserves the shared workflow structure.

質問 # 68
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A. Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.
B. Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.
C. Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
D. Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.

正解：C

解説：
Feedback:
The position save succeeds and the backfill-ready state is visible, so the primary position action is functioning. The failure occurs in the downstream linked update to employee-facing vacancy indicators, and only for one newly introduced staffing segment. That points to a second-order integration dependency between the segment-specific setup and downstream propagation logic. Correcting that binding or configuration addresses the root cause while preserving the intended position-driven operating model.

質問 # 69
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. Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
B. Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
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.

正解：A

解説：
Feedback:
The workflow framework is active because the request saves and starts correctly. The missing step appears only when a combined condition is present and only for one newly added region, which points to a conditional determination problem rather than missing workflow activation. Correcting the rule that inserts the compliance review step addresses the actual dependency while preserving a maintainable shared workflow model.

質問 # 70
A consultant is testing a workflow for manager-submitted temporary department changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests save and enter workflow for all tested groups, but for one newly added business population the request is routed to a fallback review queue whenever the change includes both a temporary end date and a position-linked cost impact.
The same combination routes to a specialized review step for existing populations. The customer wants to preserve the shared workflow framework and avoid creating separate business-population workflows because maintenance effort must remain low after go-live. The issue appeared after the new population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A. Create a separate workflow for the new business population so those requests always use the specialized review step.
B. Review the routing condition or rule precedence for the new business population, then correct the logic for requests combining temporary end date with position-linked cost impact.
C. Ask managers in the new population to route these requests through HR administrators until the workflow model can be simplified later.
D. Add the specialized reviewers to the fallback review queue so affected requests can still be handled without changing the current workflow logic.

正解：B

解説：
Feedback:
The workflow engine is active because requests save and route. The defect appears only for one newly added population and only when two conditions interact, which points to a routing-rule or rule-precedence dependency rather than missing workflow activation. Correcting that logic restores the intended specialized review path while preserving a maintainable shared workflow design.

質問 # 71
<strong>CHALLENGE 1 — 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 all workflow notifications for banquet changes use the same message template.
B. Whether affected records reference resort or conference service values that were updated after the initial template build.
C. Whether resort operations managers can approve banquet position changes without reviewing employee context.
D. Whether HR coordination can manually override department association during seasonal staffing simulations.

正解：B

解説：
Feedback:
The scenario suggests a second-order dependency between updated conference service references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader rework.

質問 # 72
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