C_THR81_2605試験の準備方法｜正確的なC_THR81_2605 PDF試験｜信頼的なSAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)関連資格知識

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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Topic 2: Reporting and Integration	- Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview - Integration Basics 1. Data Replication Concepts 2. Employee Central APIs Overview
Topic 3: Security and Permissions	- Role-Based Permissions 1. Field-Level Security 2. Permission Groups and Roles
Topic 4: Employee Central Core	- Foundation Objects 1. Generic Objects (MDF basics) 2. Legal Entity and Organizational Structures - Data Models 1. Succession Data Model Overview 2. HRIS Elements Configuration
Topic 5: Position Management	- Position Object Configuration 1. Position-to-Job Mapping 2. Position Hierarchies and Relationships - Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement
Topic 6: Employee Data Management	- Employment Information 1. Job Information and Compensation Information 2. Personal and Employment Records

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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 (Q37-Q42):

質問 # 37
<strong>CHALLENGE 1 — Resort Reference Alignment for Banquet Records</strong> During template remediation, most employee records can be created successfully, but selected banquet coordinator records show a department association that does not match the expected resort context. Several conference service values were updated after the initial template build.
Which action best supports a controlled remediation decision?
Response:

A. Rework all resort, department, employee, and position records because any post-build conference service update invalidates the template.
B. Continue seasonal validation because the employee records save successfully and the associations can be reviewed after simulations begin.
C. Compare affected records against active resort, department, and conference service values, then correct only records with confirmed dependency impact.
D. Give resort operations managers access to all banquet records so they can manually review and correct department associations.

正解：C

解説：
Feedback:
This option validates the dependency between updated conference service values and affected employee records before deciding correction scope. It supports template remediation without assuming the entire configuration population is invalid.

質問 # 38
<strong>CHALLENGE 4 — Transfer Workflow Routing for Plant Review</strong> After a targeted correction to engineering position context, one transfer routes to the expected plant reviewer. Another comparable engineering transfer still remains with corporate HR.
Which next step best avoids a partial-fix trap?
Response:

A. Close workflow validation because at least one corrected engineering transfer reached the expected reviewer.
B. Apply the same position-context correction to every engineering record and assume routing will align after refresh.
C. Remove corporate HR visibility from pending workflow requests so plant review becomes the only visible path.
D. Retest representative transfer transactions across affected engineering contexts and compare reviewer outcomes.

正解：D

解説：
Feedback:
One successful request does not prove that the correction works across comparable engineering contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

質問 # 39
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A. Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
B. Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
C. Create duplicate location records for the new structure so the intended value appears separately in the selection list.
D. Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.

正解：A

解説：
Feedback:
The missing location exists and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely source is a relationship problem in foundation data. Correcting the company-department-location association restores proper filtered availability while preserving governance and the standard process design.

質問 # 40
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A. Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
B. Create duplicate business unit records for the region so the rehire process can continue without changing current associations.
C. Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.
D. Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.

正解：A

解説：
Feedback:
The business units already exist, and the issue appears only after recent organizational maintenance for one region. That points to a foundation data relationship problem rather than a missing object or transaction defect. Correcting the approved organizational associations addresses the upstream cause and preserves controlled availability in the rehire process.

質問 # 41
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. Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.
C. Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
D. Remove the field from the hiring process so new records can be created without interruption and restore it later.

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 # 42
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