SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Exam Questions Can Help You Gain Massive Knowledge of C_THR81 Certification

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SAP C_THR81 Exam Syllabus Topics:

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

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C_THR81 Practice Questions: SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) & C_THR81 Exam Dumps Files

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q154-Q159):

NEW QUESTION # 154
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-from-leave process in the web-based UI before a regional pilot. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee subgroup the expected standard-hours update does not apply after save. The same return action updates standard hours correctly for established subgroups.
HR operations does not want to maintain standard hours manually after each return because the process will be used repeatedly during peak staffing periods. The issue began after the new subgroup was added to the return action design during the latest configuration cycle. The consultant must correct the behavior while preserving one consistent return process across the tenant.
What should the consultant investigate first?
Response:

A. Give managers direct edit access to standard hours so they can complete the missing update during the return action.
B. Reassign affected employees temporarily into an older subgroup so the existing return action behavior can be reused.
C. Review the post-save derivation or action configuration for the new subgroup, then correct the dependency controlling the standard-hours update.
D. Ask HR operations to update standard hours manually for the new subgroup until the regional pilot is complete.

Answer: C

Explanation:
Feedback:
The return action itself saves, so the main transaction path is functioning. The failure is specific to one newly enabled subgroup and only affects the post-save update of standard hours. That points to a subgroup-specific derivation or action dependency rather than a broad process failure. Correcting that configuration restores the intended automated behavior while keeping a single standardized return process.

NEW QUESTION # 155
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A. Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.
B. Create duplicate cost center records for the new structure so the intended values appear separately in the list.
C. Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
D. Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.

Answer: D

Explanation:
Feedback:
The available list is too broad, which indicates that the issue is not missing data but incorrect scoping in foundation object relationships. Because the problem is limited to one newly onboarded structure, the most likely cause is a misaligned organizational association controlling which cost centers should appear. Correcting that association restores controlled selection and protects reporting accuracy.

NEW QUESTION # 156
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A. Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
B. Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.
C. Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.
D. Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.

Answer: B

Explanation:
Feedback:
The workflow engine is active because requests save and route. The incorrect routing occurs only when two conditions interact and only for one newly added region. That points to a conditional precedence or routing-rule dependency, not a missing workflow structure. Correcting the rule logic addresses the actual cause while preserving a shared maintainable workflow model.

NEW QUESTION # 157
<strong>CHALLENGE 2 — Claims Surge Position Context Across Regions</strong> The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A. Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
B. Close surge-team validation because one corrected assignment now reviews correctly.
C. Retest representative surge-team assignments across affected regional contexts and compare review outcomes.
D. Apply the same position-reference correction to every surge-team position and assume all manager views will align.

Answer: C

Explanation:
Feedback:
One successful correction does not prove the pattern is stable across comparable surge-team contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 158
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. Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.
B. Remove the field from the hiring process so new records can be created without interruption and restore it later.
C. Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.
D. Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.

Answer: C

Explanation:
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.

NEW QUESTION # 159
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