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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:

Question 1

A consultant is supporting a scheduled import of future-dated employee holiday-calendar corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end payroll review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for employment-detail changes in the same effective period.
The customer wants the holiday-calendar corrections preserved without deleting the already approved future requests, because those requests are part of an approved operating plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.
B. Adjust the import handling for employees with overlapping approved future changes so the holiday-calendar correction fits into the effective-dated timeline without replacing later records.
C. Delete the approved future employment-detail workflow requests, then rerun the warning rows so the holiday-calendar corrections can load without conflict.
D. Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.

Question 2

In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A. Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.
B. Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.
C. Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.
D. Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.

Question 3

A consultant is supporting a scheduled import of future-dated position attribute corrections in a public cloud SAP SuccessFactors Employee Central and Position Management tenant before a monthly planning review. The file runs successfully for most rows, but a subset completes with warnings and leaves the affected positions unchanged. Those positions already have approved future-dated workflow requests for different attribute changes in the same effective period.
The customer wants the current administrative correction preserved without deleting the approved requests, because the future requests were already validated by the planning team. The monthly load must remain reusable and should not create a permanent manual exception process for positions with pending future changes.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.
B. Adjust the import handling for positions with overlapping future-dated workflow changes so the administrative correction fits the approved lifecycle timeline without replacing later records.
C. Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.
D. Exclude the affected positions from future imports and require HR administrators to maintain those records directly in the web-based UI each month.

Question 4

<strong>CHALLENGE 2 &#x2014; Position Context for Engineering Center Assignments</strong> An engineering transfer can be saved, but the manager-facing review later displays inconsistent plant context. The operations director asks whether the team can proceed if corporate HR verifies engineering transfers offline.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Open all engineering positions to plant managers temporarily so they can confirm transfers faster during hypercare.
B. Narrow the hypercare validation set and verify representative engineering transfers in the system before relying on offline confirmation.
C. Proceed with offline HR verification because it preserves active transfer processing and the transfer record saves successfully.
D. Stop all production and engineering transfers until every position record across the company is rebuilt.

Question 5

In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process in the web-based UI before a quarterly compliance review. HR operations users can search employee records, open the correction screen, and enter updates for all approved populations. For one restricted expatriate population, the review page shows the proposed changes, but when users confirm, the transaction closes with no update and an access-scope message is recorded.
HR administrators can complete the same correction without issue. The customer wants the approved operations team to handle this expatriate population only for the defined compliance process, without granting broad administrator access or weakening the special protection boundary around those records. The solution must remain repeatable for future review cycles.
What is the best corrective action?
Response:

A. Review the operations role permissions and target-population scope for the final correction step, then adjust only the authorized execution scope needed for that expatriate population.
B. Ask HR administrators to keep processing the expatriate population while operations users continue with all other populations.
C. Copy the HR administrator permissions to the operations role during each compliance cycle so the final confirmation can complete for the expatriate population.
D. Temporarily move the expatriate population into the general operations scope during each quarterly review and restore the restriction afterward.

Solutions: