SAP C_THR81_2605 Antworten, C_THR81_2605 Online Tests

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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81_2605 Prüfungsfragen mit Lösungen (Q73-Q78):

73. Frage
A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A. Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
B. Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
C. Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
D. Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.

Antwort: D

Begründung:
Feedback:
The position update itself succeeds and the review-ready state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates employee review eligibility. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

74. Frage
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. Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.
B. 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.
C. Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.
D. Create a separate workflow for the new service population so the governance review step is always included for those requests.

Antwort: B

Begründung:
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.

75. Frage
A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

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

Antwort: C

Begründung:
Feedback:
The issue is not that business units are missing; the available set is too broad. Because the behavior is limited to one newly activated structure, the most likely root cause is a misaligned foundation-data relationship controlling which business units should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and routing.

76. Frage
A consultant is supporting a scheduled import of future-dated employee holiday-calendar corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end payroll review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for employment-detail changes in the same effective period.
The customer wants the holiday-calendar corrections preserved without deleting the already approved future requests, because those requests are part of an approved operating plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

A. Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.
B. Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.
C. Delete the approved future employment-detail workflow requests, then rerun the warning rows so the holiday-calendar corrections can load without conflict.
D. Adjust the import handling for employees with overlapping approved future changes so the holiday-calendar correction fits into the effective-dated timeline without replacing later records.

Antwort: D

Begründung:
Feedback:
The warnings are selective and tied to employees with approved future changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the real cause while preserving validated future actions and keeping the monthly process reusable.

77. Frage
A consultant is supporting a scheduled import of future-dated employee supervisor adjustments in a public cloud SAP SuccessFactors Employee Central tenant before a monthly validation cycle. The file processes correctly for most rows, but a subset completes with warnings and leaves the affected employees unchanged. Those employees already have approved future workflow requests for organizational reassignment in the same effective period.
The customer wants the supervisor adjustment preserved without deleting the approved reassignment requests, because those requests were already validated by regional HR. They also do not want a permanent manual exception path for employees who have approved future changes. The consultant must keep the administrative load repeatable and governance-aligned.
What is the best next step?
Response:

A. Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.
B. Adjust the import handling for employees with overlapping approved future changes so the supervisor adjustment fits into the effective-dated timeline without replacing later records.
C. Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.
D. Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.

Antwort: B

Begründung:
Feedback:
The warnings are selective and tied to employees with already approved future changes in the same effective period. That indicates a lifecycle and effective-dating dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved timeline preserves validated workflow outcomes and supports a repeatable monthly process.

78. Frage
......

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