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. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is validating a restructuring preparation process in the web-based UI. HR specialists update a position to mark it as shared during a temporary coverage arrangement. The position update saves successfully, and the new status is visible on the position record, but the expected downstream availability change for related staffing preparation does not occur.
Existing shared positions created earlier in the project behave correctly. The customer wants to preserve the position-driven operating model and does not want HR specialists to maintain downstream readiness manually, because the same setup will be used during quarterly planning cycles. The affected records were all created from a newly introduced position template.
What is the best first action?
Response:

A) Ask HR specialists to update downstream staffing readiness manually for all shared positions created from the new template.
B) Review the dependency between the new position template and downstream readiness handling, then correct the configuration or binding used for shared-position processing.
C) Give staffing users broader access so they can work with positions even when downstream readiness is not updated correctly.
D) Recreate the affected shared positions with older templates so the downstream behavior matches earlier project records.

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI after a recent corporate data refresh. For one country group, users can start the transfer and choose the legal entity, but the cost center list is unexpectedly broader than intended and includes values from another region.
The transfer can still be saved, so the issue is not blocking execution. HR leadership wants the consultant to fix the problem before user training because financial reporting depends on controlled cost center selection. The customer does not want to remove the cost center field from the transaction or introduce a separate transfer design for that country group.
What is the best corrective action?
Response:

A) Review the organizational associations introduced in the recent corporate data refresh and correct the relationship controlling cost center availability for that country group.
B) Duplicate the country-specific cost centers under new records so users can distinguish the correct values during transfer entry.
C) Hide the cost center field for that country group until the corporate data refresh can be reviewed after training.
D) Ask users to select the correct cost center manually from the broader list because the transfer still saves successfully.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for protected worker records. In the web-based UI, HR operations users can search the records, open the correction page, and edit the values for all approved populations. For one protected mobility population, the preview page shows the proposed changes correctly, but the final submission button is missing even though the same users can complete the process for all other groups.
HR administrators can submit corrections for that population successfully. The customer wants the operations team to manage this mobility population only for the approved month-end process and does not want administrator-level access copied broadly. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A) Temporarily move the mobility population into the general operations scope during each cycle and restore the restriction afterward.
B) Copy the HR administrator permissions to the operations team during each month-end cycle so the missing submission button appears for the mobility population.
C) Ask HR administrators to continue processing the mobility population each month while operations users handle the rest of the workforce.
D) Review the operations role permissions and target-population scope for the final submission step, then adjust only the approved execution scope required for that mobility population.

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) Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.
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) Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.
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.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a temporary position suspension process before a quarterly workforce review. In the web-based UI, HR specialists can set selected positions to a suspended status and save successfully. The new status is visible on the position record, but for a subset of suspended positions the expected restriction on downstream assignment actions does not apply, and users can still initiate follow-on staffing activity.
Earlier positions in the tenant behave correctly. The customer confirms the affected positions were all created under a newly introduced position group used for seasonal roles and wants to keep that design because planning reports depend on it. The consultant must correct the issue without requiring manual monitoring of every suspended position.
What is the best first action?
Response:

A) Recreate the affected positions under an older position group so the existing suspension behavior applies again.
B) Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.
C) Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.
D) Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.

Solutions: