C_THR81 - SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)–High-quality Examcollection Questions Answers

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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Data Management	- Employee lifecycle events 1. Hire, rehire, termination processes 2. Job and compensation changes - Data maintenance 1. Workflow and approvals 2. Personal and employment data
Topic 2: Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Topic 3: SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Job structure 2. Company structure - Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects
Topic 4: Position Management	- Position management setup 1. Position object configuration 2. Position hierarchies - Integration with Employee Central 1. Business rules for position management 2. Position-to-employee mapping
Topic 5: 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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q144-Q149):

NEW QUESTION # 144
A consultant is validating controlled data maintenance in a web-based SAP SuccessFactors Employee Central tenant before monthly administration begins. HR operations users can update employee records for most populations, but for one restricted population the edit action is visible and opens correctly while the final save is blocked.
HR administrators can complete the same update for those records. The customer wants the approved operations team to maintain that restricted population only for a defined administrative process, without extending broad HR administrator access or removing the protection boundaries already in place. The consultant must restore the process in a repeatable way for monthly use.
What is the best corrective action?
Response:

A. Temporarily move the restricted population into the general operations scope during each monthly maintenance cycle and restore the boundary afterward.
B. Copy the HR administrator permission set to the operations team so the save action works for the restricted population immediately.
C. Ask HR administrators to complete the restricted updates each month and let operations users handle the rest of the population.
D. Review the operations role permissions and target population scope for the specific maintenance process, then adjust only the authorized update access needed for that restricted group.

Answer: C

Explanation:
Feedback:
The operations users can open the action, which shows the process itself is available, but the save is blocked only for the restricted population. That indicates an authorization scope or target population issue at the update stage. Adjusting only the specific permissions and scope for the approved process restores the needed monthly maintenance path without weakening broader governance.

NEW QUESTION # 145
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-submitted temporary role changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the request skips the policy-review step whenever the transaction includes both a temporary end date and a position-linked reporting change.
Similar requests for existing populations still include the policy review as designed. The customer wants to keep the shared workflow framework because separate regional workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without changing the underlying business process design.
What is the best corrective action?
Response:

A. Add the policy reviewer directly to the final approval step so affected requests still receive additional oversight before completion.
B. Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date and position-linked reporting change.
C. Create a separate regional workflow so requests from the new population always include the policy-review step.
D. Ask managers in the new regional population to submit these cases through HR administrators until the routing design is simplified later.

Answer: B

Explanation:
Feedback:
The workflow framework is active because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which points to a conditional rule-precedence issue rather than a missing workflow setup. Correcting that logic addresses the upstream cause while preserving a shared, maintainable workflow design.

NEW QUESTION # 146
<strong>CHALLENGE 1 — Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether HR administration can manually override service unit association during the planning meeting.
B. Whether all workflow notifications for facilities changes use the same message template.
C. Whether operations managers can approve facilities position changes without reviewing employee context.
D. Whether affected records reference campus or service unit values that were corrected after initial department setup.

Answer: D

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

NEW QUESTION # 147
<strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A. Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
B. Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
C. Close position responsibility validation because one corrected request reached the expected compliance reviewer.
D. Retest representative insurance position changes across affected contexts and compare reviewer outcomes.

Answer: D

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

NEW QUESTION # 148
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. Create duplicate employee class records for the new structure so the intended values appear separately from the other branch.
B. Broaden employee class visibility for all nearby structures so the same larger list appears consistently during organizational changes.
C. Ask managers to continue with the current list and rely on training instructions to choose the correct employee class during processing.
D. Review the organizational associations for company, legal entity, and employee class in the new structure, then correct the relationship controlling filtered employee class availability.

Answer: D

Explanation:
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.

NEW QUESTION # 149
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