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

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A) Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
B) Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
C) Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.
D) Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.

3. A consultant is testing a workflow for manager-submitted temporary department changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests save and enter workflow for all tested groups, but for one newly added business population the request is routed to a fallback review queue whenever the change includes both a temporary end date and a position-linked cost impact.
The same combination routes to a specialized review step for existing populations. The customer wants to preserve the shared workflow framework and avoid creating separate business-population workflows because maintenance effort must remain low after go-live. The issue appeared after the new population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Create a separate workflow for the new business population so those requests always use the specialized review step.
B) Review the routing condition or rule precedence for the new business population, then correct the logic for requests combining temporary end date with position-linked cost impact.
C) Ask managers in the new population to route these requests through HR administrators until the workflow model can be simplified later.
D) Add the specialized reviewers to the fallback review queue so affected requests can still be handled without changing the current workflow logic.

4. <strong>CHALLENGE 2 &#x2014; Warehouse Position Context for Shift Lead Assignments</strong> Warehouse shift-lead positions are available during employee assignment, but some assigned employees show a district context that does not match the warehouse staffing model. Store associate assignments behave as expected.
Which validation action best distinguishes position-context behavior from a general employee import concern?
Response:

A) Test representative warehouse position assignments and manager-facing review results against the intended warehouse location and district context.
B) Convert the affected warehouse positions into store positions so they follow the working store associate pattern.
C) Ask HR operations to complete all warehouse assignments centrally until final manager testing is complete.
D) Remove district context from warehouse positions so that assignment can be completed without district validation.

5. <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) Approve the corrected workflow case and treat the remaining variation as a user-training item.
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) Execute representative position-change transactions across affected regional contexts and compare approver results against the expected responsibility model.

Solutions: