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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. 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) 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.
D) Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.

2. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A tester suggests changing workflow routing so insurance employee changes always go directly to a compliance reviewer, regardless of employee and position context. This would reduce pending corporate HR items before the regulated review.
Why is this approach less appropriate?
Response:

A) It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
B) It is less appropriate because corporate HR must always approve insurance employee changes.
C) It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
D) It prevents HR partners from updating branch employee records.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A) Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.
B) Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.
C) Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
D) Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.

4. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> After selected data corrections, one regional position-change workflow routes correctly, but another comparable request still reaches an unexpected approver. The team wants to close the readiness review with minimal additional testing.
Which next step best confirms whether the correction is sufficient?
Response:

A) Execute representative position-change transactions across affected regional contexts and compare approver results against the expected responsibility model.
B) Apply the same correction to all regions and close workflow validation after one successful retest.
C) Disable workflow routing for position changes until all regional managers complete access validation.
D) Approve the corrected workflow case and treat the remaining variation as a user-training item.

5. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A) Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
B) Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
C) Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
D) Close position responsibility validation because one corrected request reached the expected compliance reviewer.

Solutions: