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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

<strong>CHALLENGE 3 &#x2014; District Manager Access for Store Cluster Boundaries</strong> A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

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

Question 2

<strong>CHALLENGE 1 &#x2014; Business Unit References for Insurance Employee Records</strong> Branch employees and insurance claims supervisors use similar employee record structures, yet only some insurance records show incorrect legal entity context during compliance manager review. Corporate HR wants to avoid broad reload unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether compliance managers can approve insurance position changes without reviewing employee context.
B. Whether affected records reference business unit values adjusted after the initial foundation data load.
C. Whether workflow notification templates differ between branch and insurance employee changes.
D. Whether corporate HR administrators can manually override legal entity context before the regulated review.

Question 3

A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A. Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.
B. Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.
C. Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.
D. Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.

Question 4

<strong>CHALLENGE 4 &#x2014; Position Change Routing for Terminal Review</strong> A dockside position change routes to the expected terminal operations manager, but a comparable maintenance position change remains with HR data administration. The same terminal manager can approve other employee updates in the assigned dockside area.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that maintenance requests may remain with HR data administration.
B. Whether HR data administration can approve all position changes centrally until configuration testing begins.
C. Whether the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.
D. Whether every terminal manager should be added to all position-change workflows during design validation.

Question 5

A consultant is validating a position freeze process in SAP SuccessFactors Employee Central and Position Management before quarter-end planning. In the public cloud web-based environment, HR specialists can update a position to a frozen status and save successfully. The frozen status is visible on the position record, but for a subset of positions the expected restriction on downstream editing does not take effect, and users can still change selected planning-related attributes afterward.
Older positions using a previous configuration path behave correctly. The customer wants the freeze logic corrected without introducing manual monitoring by HR operations, because the same process will be reused during future planning cycles. The affected records were all created under a newly introduced position subtype.
What should the consultant investigate first?
Response:

A. Ask HR operations to review frozen positions manually and reverse any planning changes made after the freeze status is applied.
B. Give planners broader training guidance on which frozen positions should not be edited, even if the fields remain open.
C. Review the dependency between the new position subtype and freeze-state enforcement, then correct the configuration controlling edit restrictions after freeze.
D. Recreate the affected positions under the older subtype so the freeze behavior matches earlier records.

Solutions: