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 and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A) Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.
B) Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
C) Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.
D) Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

A) Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.
B) Adjust the import handling for employees with overlapping approved future changes so the standard-hours correction fits into the effective-dated timeline without replacing later records.
C) Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.
D) Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.

3. A consultant is validating a position-based readiness process before a 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 a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced 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 indicator manually for the new branch until the checkpoint is completed.
B) Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
C) Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
D) Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary schedule adjustment process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee category the expected post-save update to the employee’s work schedule class does not occur. The same action updates the schedule class correctly for established categories.
HR operations wants to keep a single standardized adjustment process across the tenant and does not want to correct the schedule class manually after each approved request. The issue began after the new category was introduced during the latest configuration cycle. The consultant must correct the behavior without creating category-specific process variants.
What should the consultant investigate first?
Response:

A) Review the post-save derivation or transaction configuration for the new category, then correct the dependency controlling the work schedule class update.
B) Give managers direct edit access to the work schedule class so they can complete the missing update during the same transaction.
C) Reclassify affected employees temporarily into an older category so the existing adjustment behavior can be reused without further changes.
D) Ask HR operations to update the work schedule class manually for the new category until the pilot period is complete.

5. 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) Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
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) Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.
D) Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.

Solutions: