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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. A consultant is testing a new hiring transaction in SAP SuccessFactors Employee Central Core and Position Management in a public cloud tenant. During validation, the transaction stops at save with a message that the selected legal entity cannot be used with the chosen business unit and location combination.
The customer recently loaded updated corporate data through an administrative import and wants the issue fixed before user acceptance testing starts. The same location worked in an older test case last week. The project lead wants the smallest change that restores valid hiring behavior without weakening the customer’s organizational data controls or creating duplicate foundation records.
Which action should the consultant take first?
Response:

A) Remove the business unit field from the hiring transaction so the save validation no longer checks the corporate structure.
B) Review the imported foundation object relationships and correct the affected legal entity, business unit, and location associations before retesting the transaction.
C) Create a duplicate location record for the legal entity so the hiring transaction can bypass the invalid combination.
D) Grant broader transaction permissions to the recruiting users because save errors often result from role restrictions.

2. A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A) Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.
B) Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
C) Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
D) Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.

3. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar&#x2019;s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

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

4. A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.
B) Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
C) Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
D) Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.

5. A consultant is validating a manager-driven organizational change process in SAP SuccessFactors Employee Central Core before a pilot launch. In the public cloud web-based UI, managers can save the transaction, but for one newly introduced employee subgroup the expected event-based follow-on update does not occur.
The same transaction triggers the update correctly for all established subgroups. The customer wants to keep a single standardized change process across the tenant and does not want HR teams to add the missing update manually after each case. The issue appeared only after the new subgroup was enabled for the transaction during the latest setup cycle.
What should the consultant investigate first?
Response:

A) Give managers direct access to the follow-on update fields so they can complete both parts of the process in one transaction.
B) Reassign the affected employees temporarily into an existing subgroup so the follow-on update triggers under older setup conditions.
C) Ask HR teams to complete the missing follow-on update manually for the new subgroup until the pilot is finished.
D) Review the transaction configuration and event-driven setup for the new subgroup, then correct the dependency controlling the missing post-save update.

Solutions: