SAP C_THR81 Exam | C_THR81対応問題集 -無料ダウンロードC_THR81関連日本語内容なん時でも

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SAP C_THR81 Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Employee Central Core	25%	- Time & Attendance Integration - Person & Employment Information - Global Assignment & Concurrent Employment
Topic 2: Security & Workflows	15%	- Workflow Configuration & Approvals - Notifications & Event Reasoning - Role-Based Permissions (RBP)
Topic 3: Data Management & Integration	10%	- Import Tools & Data Migration - Integration with other SuccessFactors Modules - Company Structure Overview
Topic 4: Position Management	25%	- Mass Updates & Import/Export - Position Synchronization with Job Information - Position Hierarchy & Structure
Topic 5: Data Models & Foundation Objects	25%	- Metadata Framework (MDF) & Generic Objects - Picklists, Business Rules & Event Derivation - Corporate, Succession & Country-Specific Data Models

>> C_THR81対応問題集 <<

C_THR81関連日本語内容、C_THR81合格体験記

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) 認定 C_THR81 試験問題 (Q172-Q177):

質問 # 172
A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A. Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.
B. Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
C. Remove the field from the hiring process so new records can be created without interruption and restore it later.
D. Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.

正解：A

解説：
Feedback:
The issue affects new hires only, while existing records remain valid. That points to a setup dependency in the hire process rather than a general data availability problem. Since the issue started after recent organizational configuration changes, the consultant should investigate the configuration path that determines default values during record creation. This addresses the root cause and maintains standardized entry without manual workaround.

質問 # 173
A consultant is validating a manager-led organizational reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly activated operating structure the department list includes valid-looking departments from a neighboring structure. The process remains usable, but testers are choosing incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed department set. The customer wants the issue fixed without broadening department visibility across unrelated structures and without creating a separate reassignment design for the new rollout group. Reporting integrity and approval routing depend on correct department selection.
What is the best next step?
Response:

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

正解：D

解説：
Feedback:
The issue is not that departments are missing; the filtered list is too broad. Because the behavior is isolated to one newly activated structure, the most likely source is a misaligned foundation-data relationship controlling which departments should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and routing accuracy.

質問 # 174
<strong>CHALLENGE 4 — 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. Compliance reviewers receive notification emails for some successful branch employee changes.
C. Corporate HR can approve every pending request before the remediation summary is submitted.
D. The team can manually list which insurance requests remain pending with corporate HR.

正解：A

解説：
Feedback:
This evidence confirms the dependency between source context and reviewer determination. It supports a remediation recommendation based on repeatable system behavior rather than manual completion or status reporting.

質問 # 175
<strong>CHALLENGE 1 — Service Line References for Underwriting Records</strong> During SIT, most claims employee records can be created successfully, but selected underwriting support records show a service-line association that does not match the expected regional context. Several underwriting support values were revised after the initial configuration cycle.
Which action best supports a controlled readiness decision?
Response:

A. Give regional claims managers access to all underwriting support records so they can manually review and correct service-line associations.
B. Continue end-to-end validation because the employee records save successfully and associations can be reviewed after staffing scenarios are added.
C. Rework all region, service-line, employee, and position records because any post-configuration underwriting value revision invalidates SIT.
D. Compare affected records against active region, service-line, and underwriting support values, then correct only records with confirmed dependency impact.

正解：D

解説：
Feedback:
This option validates the dependency between revised underwriting support values and affected employee records before deciding correction scope. It supports SIT readiness without assuming the entire reference structure is invalid.

質問 # 176
A consultant is testing a new hiring transaction in SAP SuccessFactors Employee Central Core and Position Management in a public cloud tenant. During validation, the transaction stops at save with a message that the selected legal entity cannot be used with the chosen business unit and location combination.
The customer recently loaded updated corporate data through an administrative import and wants the issue fixed before user acceptance testing starts. The same location worked in an older test case last week. The project lead wants the smallest change that restores valid hiring behavior without weakening the customer’s organizational data controls or creating duplicate foundation records.
Which action should the consultant take first?
Response:

A. Review the imported foundation object relationships and correct the affected legal entity, business unit, and location associations before retesting the transaction.
B. Remove the business unit field from the hiring transaction so the save validation no longer checks the corporate structure.
C. Grant broader transaction permissions to the recruiting users because save errors often result from role restrictions.
D. Create a duplicate location record for the legal entity so the hiring transaction can bypass the invalid combination.

正解：A

解説：
Feedback:
The observable artifact is a save-time validation failure tied to organizational combinations. In Employee Central, hiring transactions depend on valid relationships among foundation objects. Because the issue appeared after a corporate data import and the same location previously worked, the most likely root cause is a changed or broken association in the imported foundation data. Correcting those relationships addresses the upstream dependency while preserving controlled organizational design.

質問 # 177
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