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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 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) Ask managers to finish the transfer without that field group and let HR operations fill it in after approval for the affected country pair.
C) Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.
D) Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.

2. <strong>CHALLENGE 2 &#x2014; Department Position Control for Manager Updates</strong> Position-update transactions are inconsistent only when the department context differs from the manager responsibility assignment prepared earlier. One update works, while another comparable update remains pending with HR shared services.
What is the most appropriate validation checkpoint?
Response:

A) Confirm that all managers can see the same list of position updates across the full network.
B) Confirm that HR shared services users can approve the position update if the department manager does not receive it.
C) Confirm that the position record, department context, and assigned manager responsibility align for the affected transaction.
D) Confirm that the position update form contains all mandatory fields before submission.

3. A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.
B) Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.
C) Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.
D) Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.

4. <strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> During rollout planning, most employee records can be created successfully, but selected facilities supervisor records show a service unit association that does not match the expected campus context. Several service unit values were corrected after initial department setup.
Which action best supports a controlled planning decision?
Response:

A) Compare affected records against active campus, department, and service unit values, then correct only records with confirmed dependency impact.
B) Continue formal validation because the employee records save successfully and the associations can be reviewed after the planning meeting.
C) Rework all campus, department, employee, and position records because any post-setup service unit correction invalidates the wave plan.
D) Give operations managers access to all facilities records so they can manually review and correct service unit associations.

5. <strong>CHALLENGE 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> The import logs do not show a single rejected file, yet position assignments behave differently depending on which regional values are referenced. The project lead wants to avoid a broad reload unless the second-order cause is clear.
What should the consultant determine first?
Response:

A) Whether affected position records reference foundation values that were inactive, missing, or created after the import sequence.
B) Whether HR specialists can edit the employee records directly from the employee profile screen.
C) Whether workflow approvers can manually reroute affected position changes during the next validation cycle.
D) Whether all regional managers have the same permission role before reviewing imported positions.

Solutions: