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

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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 testing an approval process for manager-initiated changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the workflow starts and reaches the first approver, but a second approval step that should be triggered only for high-impact job changes is not added for certain transactions. The customer confirms that the second-step approver group exists and is active.
The issue is noticed only when the transaction includes a combination of compensation-related and organizational updates. The customer wants a fix that preserves the existing workflow framework and does not require maintaining parallel approval processes for each business variation.
Which action best addresses the root cause?
Response:

A) Add the second approver group directly to the first step so all relevant requests receive two approvals in the same stage.
B) Review the business rule or condition that determines when the additional approval step should be inserted, then correct the logic for the combined transaction pattern.
C) Instruct managers to split combined changes into multiple transactions so the second-step condition is easier to trigger.
D) Create separate workflows for each combination of compensation and organizational change so the missing second step can be controlled manually.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A) Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.
B) Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
C) Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
D) Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.

3. A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A) Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.
B) Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
C) Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
D) Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.

4. A consultant is validating a newly enabled cross-border transfer setup in SAP SuccessFactors Employee Central before a pilot rollout. In the public cloud web-based UI, managers can start the transfer and enter most required information. However, for one new country pair the assignment details section opens with the expected fields, but one required field group stays hidden after the page refresh even though it was visible at the start of testing.
Other country combinations keep that section visible throughout the action. The customer confirms that the group must remain visible because later approval routing depends on those values. They do not want a separate transfer variant or a manual correction step after submission. The issue started after recent country-specific setup adjustments were introduced into the tenant.
What should the consultant investigate first?
Response:

A) Review the country-specific transfer setup controlling section visibility, then correct the dependency that hides the required field group after refresh for the new country pair.
B) Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.
C) Ask managers to finish the transfer without that field group and let HR operations fill it in after approval for the affected country pair.
D) Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee organizational corrections before a monthly reconciliation cycle. The file runs in the web-based environment and reports successful completion, but several rows are processed with warnings and leave the target values unchanged. The affected employees all have pending future organizational moves already recorded for a later effective date. Other employees in the same file update correctly.
The customer wants the current corrections loaded without deleting or changing the approved future moves, and they do not want a separate manual exception process each month. The consultant must choose an action that preserves timeline integrity and keeps the administrative load repeatable.
What is the best next step?
Response:

A) Adjust the import handling for employees with future-dated organizational moves so the current correction can coexist with the existing approved timeline.
B) Retry the warning rows under a higher-access role so the import can override the future organizational state for the current cycle.
C) Route the warning rows to HR administrators for manual correction each month and keep those employees out of future import files.
D) Delete the pending future organizational moves for the affected employees, then rerun the warning rows so the current corrections can load cleanly.

Solutions: