C_THR81 Zertifizierungsfragen, SAP C_THR81 PrüfungFragen

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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81 Prüfungsfragen mit Lösungen (Q205-Q210):

205. Frage
A consultant is validating a manager-led organizational change process in a public cloud SAP SuccessFactors Employee Central tenant before a controlled regional launch. In the web-based UI, managers can select company and legal entity, but for one newly activated structure the available employee class values are broader than expected and include classes intended for a different operational branch. Other structures display the correct narrowed list.
The transaction still saves, but testers are choosing incorrect combinations because the filtered scope is too wide. HR leadership wants the issue corrected before training because downstream approvals and reporting depend on controlled employee class selection. The customer does not want broader visibility across structures or a separate process for this new rollout group.
What is the best next step?
Response:

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

Antwort: A

Begründung:
Feedback:
The issue is not missing values but an over-broad filtered list. Because the behavior is isolated to one newly activated structure, the most likely cause is a misaligned master-data relationship controlling which employee classes should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and approvals.

206. Frage
<strong>CHALLENGE 1 — Resort Reference Alignment for Banquet Records</strong> Housekeeping employees and banquet coordinators use the same employee creation process, yet only some banquet records show unexpected resort context during review. HR coordination wants to avoid broad template rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether affected records reference resort or conference service values that were updated after the initial template build.
B. Whether resort operations managers can approve banquet position changes without reviewing employee context.
C. Whether HR coordination can manually override department association during seasonal staffing simulations.
D. Whether all workflow notifications for banquet changes use the same message template.

Antwort: A

Begründung:
Feedback:
The scenario suggests a second-order dependency between updated conference service references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader rework.

207. Frage
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary work-arrangement changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes to a general approval step instead of the intended review queue whenever both a temporary end date and a position-related organizational change are present.
Existing populations with the same combination still use the intended review queue. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the broader process.
What is the best corrective action?
Response:

A. Create a separate workflow for the new operating population so the intended review queue is always used for those requests.
B. Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.
C. Ask managers in the new population to submit these requests through HR administrators until the routing design can be simplified.
D. Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-related organizational change.

Antwort: D

Begründung:
Feedback:
The workflow engine is active because requests save and route. The issue appears only when two conditions interact and only for one newly added population, which indicates a rule-precedence or condition-resolution problem rather than missing workflow activation. Correcting that logic addresses the upstream cause and preserves the shared workflow model.

208. Frage
A consultant is testing an approval process for manager-initiated changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the workflow starts and reaches the first approver, but a second approval step that should be triggered only for high-impact job changes is not added for certain transactions. The customer confirms that the second-step approver group exists and is active.
The issue is noticed only when the transaction includes a combination of compensation-related and organizational updates. The customer wants a fix that preserves the existing workflow framework and does not require maintaining parallel approval processes for each business variation.
Which action best addresses the root cause?
Response:

A. Review the business rule or condition that determines when the additional approval step should be inserted, then correct the logic for the combined transaction pattern.
B. Add the second approver group directly to the first step so all relevant requests receive two approvals in the same stage.
C. Instruct managers to split combined changes into multiple transactions so the second-step condition is easier to trigger.
D. Create separate workflows for each combination of compensation and organizational change so the missing second step can be controlled manually.

Antwort: A

Begründung:
Feedback:
The workflow framework is active because the first approval step works. The failure appears only for a specific transaction combination, which points to conditional logic rather than missing approver setup. Reviewing and correcting the business rule or condition that inserts the second approval step addresses the upstream determination issue while preserving the intended workflow model.

209. Frage
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A. Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
B. Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
C. Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
D. Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.

Antwort: C

Begründung:
Feedback:
The observable pattern is partial inconsistency tied specifically to recently created positions. That means the overall hiring process works, but certain position records are not supplying the expected downstream values. The correct path is to review the position-level configuration or data completeness that supports inheritance and then correct those records or settings. This maintains the intended operating model and resolves the source dependency.

210. Frage
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