SAP Latest C_THR81 Test Sample: SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) - ExamsReviews Providers you Best New Test Test

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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
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
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
Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Reporting and Integration	- Integration concepts 1. API and data integration basics 2. Integration with SAP systems - Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting
SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Company structure 2. Job structure - Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q79-Q84):

NEW QUESTION # 79
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. 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.
B. Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
C. Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.
D. Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.

Answer: A

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 # 80
<strong>CHALLENGE 2 — Shared Banquet Position Context for Event Staffing</strong> A banquet assignment can be saved, but manager-facing review later displays inconsistent resort context. The guest services director asks whether the team can proceed if HR coordination verifies banquet assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Proceed with offline HR verification because it preserves the remediation schedule and the assignment record saves successfully.
B. Open all banquet positions to resort operations managers temporarily so they can confirm assignments faster during validation.
C. Narrow the validation set and verify representative banquet assignments in the system before relying on offline confirmation.
D. Stop all housekeeping and banquet testing until every position record across all resorts is rebuilt.

Answer: C

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for banquet assignment behavior. It recognizes schedule pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 81
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. Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
B. Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.
C. Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.
D. 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.

Answer: D

Explanation:
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.

NEW QUESTION # 82
<strong>CHALLENGE 2 — Position Assignment Visibility Across Regional Teams</strong> The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Allow managers to view all positions during testing, then restore regional filtering before production preparation.
B. Delay all testing until every employee and position record across the full company is reloaded and reviewed.
C. Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
D. Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.

Answer: C

Explanation:
Feedback:
This option preserves governance boundaries while still allowing controlled progress through representative validation. It recognizes that schedule pressure cannot justify bypassing manager-facing visibility behavior that is central to the rollout.

NEW QUESTION # 83
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country global transfer process in the web-based UI before a controlled pilot. Managers can start the transfer action and enter the initial data, but when they reach employment information, one required field appears with the correct label yet resets to its prior value after each save for only the newly enabled country. Other countries retain the edited value correctly.
The customer confirms that the field must remain editable in the standard process because downstream approval routing depends on the final stored value. They do not want a separate country-specific transfer design or a manual follow-up correction step. The issue began after recent country-specific setup changes were introduced into the tenant.
What should the consultant investigate first?
Response:

A. Review the country-specific transfer configuration controlling field persistence, then correct the setup dependency causing the value to revert after save.
B. Ask managers to complete the transfer and let HR operations correct the field afterward for employees in the new country.
C. Grant managers broader maintenance permissions so the edited value is stored as a direct data update during the transfer action.
D. Reload sample employee records from the new country so the transfer action can rebuild the field behavior automatically.

Answer: A

Explanation:
Feedback:
The field is present and editable, which shows the process design includes it correctly. The issue is that the edited value does not persist only for one newly enabled country, which points to a country-specific configuration dependency affecting transfer-time persistence rather than missing access. Correcting that setup restores the intended stored value and preserves the standard process design.

NEW QUESTION # 84
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