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SAP C_THR81_2605 Exam Syllabus Topics:

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

1. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A) Whether every plant manager should be added to all transfer workflows during the hypercare period.
B) Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
C) Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
D) Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary supervisory 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 directly to the standard approval path instead of the intended review queue whenever both a temporary end date and a position-linked organizational impact are present.
Existing populations with the same combination still use the intended review path. 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 overall business process.
What is the best corrective action?
Response:

A) Ask managers in the new population to submit those requests through HR administrators until the routing design can be simplified later.
B) Add the intended review queue members to the standard approval path so affected requests still receive additional oversight.
C) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked organizational impact.
D) Create a separate workflow for the new operating population so the intended review path is always used for those requests.

3. <strong>CHALLENGE 2 &#x2014; Department Position Control for Manager Updates</strong> Position-update transactions are inconsistent only when the department context differs from the manager responsibility assignment prepared earlier. One update works, while another comparable update remains pending with HR shared services.
What is the most appropriate validation checkpoint?
Response:

A) Confirm that HR shared services users can approve the position update if the department manager does not receive it.
B) Confirm that the position record, department context, and assigned manager responsibility align for the affected transaction.
C) Confirm that all managers can see the same list of position updates across the full network.
D) Confirm that the position update form contains all mandatory fields before submission.

4. <strong>CHALLENGE 3 &#x2014; Role-Based Access Boundaries for HR Operations</strong> Two governance goals compete during testing: HR specialists need enough access to complete assigned validation tasks, while regional employee and position data should remain restricted to the correct operating area.
Which option best handles this governance-versus-governance prioritization?
Response:

A) Prioritize data restriction by removing HR specialist access until regional managers complete their own validation.
B) Configure access around intended regional responsibility and use representative users to confirm both task completion and boundary enforcement.
C) Prioritize validation speed by giving HR specialists cross-region access and tracking any inappropriate use manually.
D) Keep current permissions unchanged and treat any blocked HR activity as evidence that the configuration is secure.

5. <strong>CHALLENGE 2 &#x2014; Warehouse Position Context for Shift Lead Assignments</strong> Warehouse shift-lead positions are available during employee assignment, but some assigned employees show a district context that does not match the warehouse staffing model. Store associate assignments behave as expected.
Which validation action best distinguishes position-context behavior from a general employee import concern?
Response:

A) Ask HR operations to complete all warehouse assignments centrally until final manager testing is complete.
B) Convert the affected warehouse positions into store positions so they follow the working store associate pattern.
C) Remove district context from warehouse positions so that assignment can be completed without district validation.
D) Test representative warehouse position assignments and manager-facing review results against the intended warehouse location and district context.

Solutions: