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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:

Question 1

A consultant is validating position maintenance in a public cloud SAP SuccessFactors Employee Central and Position Management environment before a reorganization freeze ends. In the web-based UI, managers can create new positions, but some newly created positions remain in a draft-like state and cannot be used in downstream planning activities even though the save action completes without error.
Older positions created earlier in the project are available as expected. The customer confirms that the affected positions are all created under a newly introduced position category. The business wants a fix that keeps the category structure intact and avoids asking users to recreate positions manually across multiple departments.
What should the consultant investigate first?
Response:

A. Review the configuration dependency tied to the new position category and correct the setting that controls whether saved positions become usable for downstream planning.
B. Ask managers to keep using the older position categories until the new category can be removed from the design.
C. Grant managers broader access to planning activities so the newly created positions become selectable despite their current state.
D. Export the affected positions, change their identifiers externally, and reload them under a different category structure.

Question 2

A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A. Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
B. Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
C. Create duplicate cost center records for the new structure so the intended values appear separately in the list.
D. Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.

Question 3

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

Question 4

In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary assignment changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the transaction routes directly to the final approver when both a temporary assignment flag and a position-linked change are included.
Other populations with the same combination still pass through the intended intermediate review step. The customer wants to preserve the shared workflow model because separate regional workflows would increase maintenance effort after go-live. The consultant must correct the routing without changing the underlying business process design.
What is the best corrective action?
Response:

A. Ask managers in the new regional population to submit these requests through HR administrators until the workflow design can be simplified later.
B. Add the intermediate reviewer directly to the final approval step so all affected requests still receive additional oversight.
C. Create a separate regional workflow so requests from the new population always include the intermediate review step.
D. Review the routing rule or condition precedence for the new regional population, then correct the logic for requests that combine temporary assignment with a position-linked change.

Question 5

<strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Allow managers to view all positions during testing, then restore regional filtering before production preparation.
B. Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
C. Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
D. Delay all testing until every employee and position record across the full company is reloaded and reviewed.

Solutions: