SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) : C_THR81

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SAP C_THR81 Exam Syllabus Topics:

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

1. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A) Create duplicate business unit records for the region so the rehire process can continue without changing current associations.
B) Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
C) Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
D) Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.

2. 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) Delete the approved future employment-detail workflow requests, then rerun the warning rows so the holiday-calendar corrections can load without conflict.
B) Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.
C) Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.
D) 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.

3. A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A) Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
B) Remove the field from the hiring process so new records can be created without interruption and restore it later.
C) Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.
D) Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.

4. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether the affected employee records reference location and department values that were active and aligned when validation began.
B) Whether department managers should be removed from validation until the template is finalized.
C) Whether the workflow notification for rehabilitation-center employees uses the correct message text.
D) Whether HR shared services can complete all rehabilitation-center records without manager participation.

5. A consultant is validating a position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A) Recreate the affected positions under an older family so the existing hold behavior applies immediately.
B) Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
C) Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.
D) Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.

Solutions: