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| Section | Objectives |
|---|---|
| Position Management | - Integration with Employee Central - Position object configuration - Position hierarchy and reporting structure |
| Business Rules and Workflow | - Workflow setup and approvals - Business rules configuration |
| Employee Central Core Configuration | - Company structure setup - Data models (Succession Data Model, Corporate Data Model) - Foundation objects |
| Employee Central Data Management | - Employee master data maintenance - Employment information and job information |
| Employee Lifecycle Processes | - Hire, rehire, and termination processes - Job changes and transfers |
| Security and Authorizations | - Role-based permissions - Data access control |
>> SAP C_THR81 Exam Blueprint <<
The SAP wants to become the first choice for quick and complete SAP C_THR81 exam preparation. To achieve this objective the SAP has hired a team of experienced and qualified C_THR81 Exam trainers. They have years of experience in verifying SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) exam practice test questions.
NEW QUESTION # 25
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:
Answer: A
Explanation:
Feedback:
The transaction itself saves, and the issue is limited to one newly added business unit. That means the core process is functioning, but the derivation dependency for that organizational scope is incomplete or misaligned. Reviewing and correcting the transaction setup for the new business unit addresses the root cause and preserves standardized processing.
NEW QUESTION # 26
<strong>CHALLENGE 2 — Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar’s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:
Answer: A
Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for facilities assignment behavior. It recognizes planning pressure but does not replace governed validation with offline confirmation.
NEW QUESTION # 27
<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:
Answer: B
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 # 28
<strong>CHALLENGE 2 — Position Context for Engineering Center Assignments</strong> An engineering transfer can be saved, but the manager-facing review later displays inconsistent plant context. The operations director asks whether the team can proceed if corporate HR verifies engineering transfers offline.
Which response best reflects the performance-versus-governance trade-off?
Response:
Answer: A
Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for engineering transfer behavior. It recognizes operational pressure but does not replace governed validation with offline confirmation.
NEW QUESTION # 29
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:
Answer: A
Explanation:
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.
NEW QUESTION # 30
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