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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. A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
B) Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
C) Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
D) Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.

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) Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.
C) Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.
D) 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.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-home-department process in the web-based UI before a pilot launch. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee population the expected post-save update to the employee’s standard work location does not occur. The same process updates the location correctly for established populations.
HR operations wants one consistent return process across the tenant and does not want to maintain the location manually after each case. The issue started after the new population was added during the latest configuration cycle. The consultant must correct the behavior without splitting the process into population-specific variants.
What should the consultant investigate first?
Response:

A) Ask HR operations to update the standard work location manually for the new population until the pilot is complete.
B) Reclassify affected employees temporarily into an older population so the existing return process can be reused without further setup changes.
C) Review the post-save derivation or action configuration for the new population, then correct the dependency controlling the standard work location update.
D) Give managers direct edit access to the standard work location field so they can complete the missing update during the return transaction.

4. 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) 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) Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.
D) Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.

5. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> Claims employees and underwriting support employees use the same employee creation process, yet only some underwriting records show unexpected regional context during review. HR operations wants to avoid broad reference rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether affected records reference region or underwriting support values that were revised after the initial configuration cycle.
B) Whether HR operations can manually override service-line association during policy renewal staffing validation.
C) Whether all workflow notifications for underwriting support changes use the same message template.
D) Whether regional claims managers can approve underwriting position changes without reviewing employee context.

Solutions: