About SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) exam torrent

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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. <strong>CHALLENGE 1 &#x2014; Store Reference Timing for Employee Import Results</strong> During cutover rehearsal, most employee imports complete successfully, but selected warehouse shift-lead records show an unexpected district association in manager-facing review. Store-level reference values were corrected after the initial employee import.
Which action best supports a controlled correction path?
Response:

A) Re-import all employee and position records because any post-import store correction invalidates the rehearsal dataset.
B) Compare affected records against active store and district values, then correct or re-import only records with confirmed dependency impact.
C) Give district managers access to all warehouse employee records so they can review and correct the district association manually.
D) Continue final manager testing because the import completed successfully and the district association can be reviewed later.

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A) Create duplicate business unit records for the region so the rehire process can continue without changing current associations.
B) Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
C) Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
D) Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.

3. A consultant is validating a position freeze process in SAP SuccessFactors Employee Central and Position Management before quarter-end planning. In the public cloud web-based environment, HR specialists can update a position to a frozen status and save successfully. The frozen status is visible on the position record, but for a subset of positions the expected restriction on downstream editing does not take effect, and users can still change selected planning-related attributes afterward.
Older positions using a previous configuration path behave correctly. The customer wants the freeze logic corrected without introducing manual monitoring by HR operations, because the same process will be reused during future planning cycles. The affected records were all created under a newly introduced position subtype.
What should the consultant investigate first?
Response:

A) Recreate the affected positions under the older subtype so the freeze behavior matches earlier records.
B) Give planners broader training guidance on which frozen positions should not be edited, even if the fields remain open.
C) Ask HR operations to review frozen positions manually and reverse any planning changes made after the freeze status is applied.
D) Review the dependency between the new position subtype and freeze-state enforcement, then correct the configuration controlling edit restrictions after freeze.

4. A consultant is validating a position-based readiness process before a succession planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.
B) Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
C) Review the dependency between the new regional segment and downstream planning-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
D) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A) Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.
B) Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.
C) Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.
D) Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.

Solutions: