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:

Question 1

<strong>CHALLENGE 2 &#x2014; Mobile Repair Position Context for Field Coverage</strong> A mobile repair assignment can be saved, but manager-facing review later displays inconsistent district context. The field operations director asks whether the team can proceed if HR services verifies repair assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Stop all plant and mobile repair testing until every position record across all municipal districts is rebuilt.
B. Narrow the validation set and verify representative mobile repair assignments in the system before relying on offline confirmation.
C. Proceed with offline HR verification because it preserves the UAT schedule and the assignment record saves successfully.
D. Open all mobile repair positions to district managers temporarily so they can confirm assignments faster during validation.

Question 2

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.

Question 3

<strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> The operations sponsor asks whether SIT can continue if only the affected underwriting records are corrected. HR operations has limited time before policy renewal staffing scenarios are added.
Which evidence best supports continuing with bounded scope?
Response:

A. Regional managers can see all underwriting records after temporary access is granted for the SIT window.
B. The workflow notification log shows that position-change messages were generated for the affected employees.
C. HR operations can manually update the reviewed association for all records before the staffing scenarios begin.
D. The affected records are linked to specific revised reference values, and unaffected claims records still validate against the intended regional pattern.

Question 4

A consultant is validating a position-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position&#x2019;s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A. Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
B. Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
C. Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.
D. Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.

Question 5

A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A. Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.
B. Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
C. Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
D. Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.

Solutions: