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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 tenant, a consultant is supporting a monthly administrative import of employee job dat a. The import completes, but a subset of rows is rejected because the updates refer to records that already have future-dated changes scheduled for the same employees.
The customer needs the current month’s administrative corrections loaded before payroll validation, but they do not want to overwrite the future-approved changes or flatten the timeline of planned updates. The failed rows are concentrated in one business area that recently completed workforce planning. The consultant must choose an action that preserves date-based data integrity while keeping the recurring import process usable.
What is the best next step?
Response:

A) Load all rejected corrections using today’s date only, then recreate the future changes manually after payroll validation is finished.
B) Delete the future-dated records for the affected employees so the monthly correction import can be applied cleanly to the current rows.
C) Exclude the affected employees from the monthly import permanently and maintain them only through direct web-based edits.
D) Review the rejected rows against the existing future-dated timeline and adjust the import handling so the current correction fits without overwriting the approved future changes.

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

3. <strong>CHALLENGE 3 &#x2014; Terminal Manager Access for Operational Boundaries</strong> A terminal manager can access employees in one assigned dockside work area but cannot view a maintenance position that belongs to their terminal responsibility. Another unassigned customs-office position appears in their review list.
What should the consultant validate first?
Response:

A) Whether HR data administration can review the maintenance position instead of the terminal manager during design validation.
B) Whether the terminal manager should be given access to all records until the maintenance position list is corrected.
C) Whether the permission role, target population, and terminal responsibility assignment align for both assigned and unassigned records.
D) Whether the employee creation import should be reloaded before any access testing continues.

4. A consultant is validating a position-based review preparation process before a talent 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 review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker 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 added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

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

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A) Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.
B) Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.
C) Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
D) Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.

Solutions: