The SAP C_THR81_2605 Exam with Desktop Practice Exam Software

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SAP C_THR81_2605 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. Position-to-employee mapping 2. Business rules for position management - Position management setup 1. Position object configuration 2. Position hierarchies
Reporting and Integration	- Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports - Integration concepts 1. Integration with SAP systems 2. API and data integration basics
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
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) Sample Questions (Q78-Q83):

NEW QUESTION # 78
<strong>CHALLENGE 4 — Employee Change Workflow for Department Review</strong> After a targeted update to responsibility assignments, one employee change request routes correctly to the department reviewer. A second request for a similar department still remains with HR shared services.
Which next step best avoids a partial-fix trap?
Response:

A. Apply the same responsibility update to every department and assume the remaining request will route correctly after refresh.
B. Retest representative employee changes across affected departments and compare routing results against the expected reviewer model.
C. Close workflow validation because at least one corrected request reached the expected department reviewer.
D. Remove HR shared-services visibility from all pending workflow requests so that department review becomes mandatory.

Answer: B

Explanation:
Feedback:
One successful request does not prove that the responsibility update resolves comparable routing behavior. Representative retesting across affected departments confirms whether the correction is consistent or only partial.

NEW QUESTION # 79
A consultant is validating a newly enabled internal transfer process in SAP SuccessFactors Employee Central before a controlled rollout. In the public cloud web-based UI, managers can start the transfer and complete the first steps, but for one new country combination the employment details section keeps one required field editable until validation, then turns it read-only before submission. Other country combinations keep the field editable throughout the process.
The customer confirms the field must remain editable because the final value drives downstream approval routing and reporting. They do not want a country-specific transfer variant or a manual correction step after submission. The issue appeared after recent country-specific setup adjustments were introduced for the rollout.
What should the consultant investigate first?
Response:

A. Reload sample employee records from the affected countries so the transfer process rebuilds the field behavior automatically.
B. Ask managers to complete the transfer and let HR operations correct the field afterward for the affected country combination.
C. Grant managers broader employee-maintenance permissions so the field remains editable during the final stage of transfer processing.
D. Review the country-specific transfer setup controlling editability across the action sequence, then correct the dependency that changes the field to read-only before submission.

Answer: D

Explanation:
Feedback:
The field is available and editable early in the action, so the process design includes it correctly. The failure is that editability changes only for one country combination at a later validation point, which points to a country-specific setup dependency controlling behavior across the transfer sequence. Correcting that configuration addresses the root cause while preserving the standard transfer model.

NEW QUESTION # 80
A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A. Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
B. Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
C. Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
D. Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.

Answer: D

Explanation:
Feedback:
The position update itself succeeds and the review-ready state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates employee review eligibility. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

NEW QUESTION # 81
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:

A. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
B. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.
C. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.
D. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.

Answer: B

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 # 82
<strong>CHALLENGE 3 — District Manager Access for Municipal Boundaries</strong> A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the employee creation import should be reloaded before any access testing continues.
B. Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
C. Whether HR services can review the mobile repair position instead of the district manager during UAT.
D. Whether the district manager should be given access to all records until the mobile repair position list is corrected.

Answer: B

Explanation:
Feedback:
The behavior includes both missing valid access and visible out-of-scope access, so role, target population, and responsibility assignment need to be evaluated together. This directly tests the district access boundary model.

NEW QUESTION # 83
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