SAP C_THR81_2605

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

1. A consultant is supporting a scheduled import of future-dated employee supervisor adjustments in a public cloud SAP SuccessFactors Employee Central tenant before a monthly validation cycle. The file processes correctly for most rows, but a subset completes with warnings and leaves the affected employees unchanged. Those employees already have approved future workflow requests for organizational reassignment in the same effective period.
The customer wants the supervisor adjustment preserved without deleting the approved reassignment requests, because those requests were already validated by regional HR. They also do not want a permanent manual exception path for employees who have approved future changes. The consultant must keep the administrative load repeatable and governance-aligned.
What is the best next step?
Response:

A) Adjust the import handling for employees with overlapping approved future changes so the supervisor adjustment fits into the effective-dated timeline without replacing later records.
B) Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.
C) Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
D) Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.

2. <strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the employee creation import should be reloaded before any access testing continues.
B) Whether the permission role, target population, and campus responsibility assignment align for both assigned and unassigned records.
C) Whether HR administration can review the facilities position instead of the operations manager during rollout planning.
D) Whether the operations manager should be given access to all records until the facilities position list is corrected.

3. 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) Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
C) Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
D) Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

A) Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.
B) Adjust the import handling for employees with overlapping approved future changes so the standard-hours correction fits into the effective-dated timeline without replacing later records.
C) Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.
D) Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.

5. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A) Create duplicate location records for the new structure so the intended value appears separately in the selection list.
B) Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
C) Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
D) Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.

Solutions: