Pass Guaranteed SAP - C_THR81_2605 - Reliable SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Mock Exam

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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
Topic 2: Employee Data Management	- Data maintenance 1. Personal and employment data 2. Workflow and approvals - Employee lifecycle events 1. Hire, rehire, termination processes 2. Job and compensation changes
Topic 3: SAP SuccessFactors Employee Central Overview	- Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects - Employee Central configuration basics 1. Job structure 2. Company structure
Topic 4: Position Management	- Position management setup 1. Position hierarchies 2. Position object configuration - Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management
Topic 5: Reporting and Integration	- Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports - Integration concepts 1. Integration with SAP systems 2. API and data integration basics

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q47-Q52):

NEW QUESTION # 47
<strong>CHALLENGE 1 — Business Unit References for Insurance Employee Records</strong> During template remediation, most branch employee updates validate correctly, but selected insurance claims supervisor records show a business unit relationship that does not match the expected legal entity context. Insurance division business unit values were adjusted after the initial foundation data load.
Which action best supports a controlled remediation decision?
Response:

A. Give compliance managers access to all insurance employee records so they can manually review and correct legal entity context.
B. Compare affected records against active legal entity and business unit values, then correct only records with confirmed dependency impact.
C. Continue regulated workforce review because the employee records can be updated and the context can be reviewed later.
D. Reload all foundation, employee, and position records because any post-load business unit adjustment invalidates the full remediation population.

Answer: B

Explanation:
Feedback:
This option validates the dependency between adjusted business unit values and affected employee records before deciding correction scope. It supports targeted remediation without assuming the entire population requires reload.

NEW QUESTION # 48
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-primary-role process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee segment the expected post-save update to the employee’s regular shift indicator does not occur. The same action updates that indicator correctly for existing segments.
HR operations wants to keep one standardized return process across the tenant and does not want to maintain the shift indicator manually after each approved request. The issue began after the new segment was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process into segment-specific variants.
What should the consultant investigate first?
Response:

A. Review the post-save derivation or action configuration for the new segment, then correct the dependency controlling the regular shift indicator update.
B. Give managers direct edit access to the regular shift indicator so they can complete the missing update during the same transaction.
C. Reclassify affected employees temporarily into an older segment so the existing return process can be reused without further setup changes.
D. Ask HR operations to update the regular shift indicator manually for the new segment until the pilot period is complete.

Answer: A

Explanation:
Feedback:
The action itself saves and completes, so the main transaction path is functioning. The failure is limited to one newly enabled employee category and affects only a post-save employee-data outcome. That points to a category-specific derivation or transaction dependency rather than a general execution problem. Correcting that setup restores the intended automated update while preserving a single standardized process.

NEW QUESTION # 49
A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A. Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.
B. Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
C. Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
D. Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.

Answer: C

Explanation:
Feedback:
The blocking action itself succeeds and the blocked state is stored, so the primary lifecycle update is functioning. The defect appears in the next layer, where blocked positions should stop participating in downstream staffing preparation. Because only the newly introduced usage type is affected, the most likely root cause is a usage-type-specific configuration dependency controlling downstream enforcement after save.

NEW QUESTION # 50
A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A. Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.
B. Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
C. Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.
D. Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.

Answer: B

Explanation:
Feedback:
The warnings are selective and tied to employees with pending future-dated workflow items, which points to a lifecycle dependency rather than a bad file or missing authorization. Adjusting the import approach so the correction respects the in-process timeline preserves governance and creates a repeatable monthly process without forcing manual cleanup.

NEW QUESTION # 51
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-submitted temporary role changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the request skips the policy-review step whenever the transaction includes both a temporary end date and a position-linked reporting change.
Similar requests for existing populations still include the policy review as designed. The customer wants to keep the shared workflow framework because separate regional workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without changing the underlying business process design.
What is the best corrective action?
Response:

A. Create a separate regional workflow so requests from the new population always include the policy-review step.
B. Ask managers in the new regional population to submit these cases through HR administrators until the routing design is simplified later.
C. Add the policy reviewer directly to the final approval step so affected requests still receive additional oversight before completion.
D. Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date and position-linked reporting change.

Answer: D

Explanation:
Feedback:
The workflow framework is active because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which points to a conditional rule-precedence issue rather than a missing workflow setup. Correcting that logic addresses the upstream cause while preserving a shared, maintainable workflow design.

NEW QUESTION # 52
......

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