C_THR81_2605過去問無料 & C_THR81_2605必殺問題集

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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Configuration and Integration	- MDF framework configuration 1. Object definition and associations 2. Rules and business logic configuration - Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management
Employee Central Core Configuration	- Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts - Employee master data management 1. Job information and employment details 2. Personal data and employment records
Business Processes in SuccessFactors Employee Central	- Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow - Job changes and lifecycle events 1. Transfers, promotions, and compensation changes 2. Workflow and approval processes
Position Management	- Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance - Position model configuration 1. Position object structure and relationships 2. Position-to-job and organizational alignment

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C_THR81_2605必殺問題集 & C_THR81_2605テスト問題集

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) 認定 C_THR81_2605 試験問題 (Q19-Q24):

質問 # 19
<strong>CHALLENGE 4 — Position Change Routing for Resort Review</strong> After a targeted correction to banquet position context, one position change routes to the expected resort manager. Another comparable banquet change still remains with HR coordination.
Which next step best avoids a partial-fix trap?
Response:

A. Close workflow validation because at least one corrected banquet change reached the expected reviewer.
B. Remove HR coordination visibility from pending workflow requests so resort review becomes the only visible path.
C. Apply the same position-context correction to every banquet record and assume routing will align after refresh.
D. Retest representative position-change transactions across affected banquet contexts and compare reviewer outcomes.

正解：D

解説：
Feedback:
One successful request does not prove that the correction works across comparable banquet contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

質問 # 20
<strong>CHALLENGE 3 — Operations Manager Access for Campus Boundaries</strong> Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Keep current access unchanged and classify all blocked planning items as evidence that the campus model is secure.
B. Restrict operations managers from all facilities positions until academic department validation is fully complete.
C. Validate assigned-scope access and target populations with representative operations managers before considering any limited exception.
D. Grant cross-campus access temporarily and rely on post-planning review to identify any inappropriate record visibility.

正解：C

解説：
Feedback:
This approach supports valid planning participation while preserving campus-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

質問 # 21
A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A. Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
B. Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.
C. Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.
D. Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.

正解：B

解説：
Feedback:
The shared-position update itself saves and displays correctly, so the primary lifecycle action is functioning. The defect appears in the next layer, where shared-state behavior should alter downstream incumbent-assignment handling. Because only the newly introduced reason group is affected, the most likely root cause is a reason-group-specific configuration dependency controlling enforcement after save.

質問 # 22
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. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
B. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.
C. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
D. 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.

正解：D

解説：
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.

質問 # 23
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A. Add the intermediate approver to the final approval step so all assignment changes receive review before completion.
B. Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.
C. Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.
D. Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.

正解：B

解説：
Feedback:
The workflow framework is functioning because requests save and reach approval. The breakdown occurs only for a newly introduced classification, which indicates the upstream dependency is the rule or condition that determines whether the intermediate review step is required. Correcting that classification-based logic restores the intended sequence while preserving a maintainable workflow design.

質問 # 24
......

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