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

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-submitted temporary role changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the request skips the policy-review step whenever the transaction includes both a temporary end date and a position-linked reporting change.
Similar requests for existing populations still include the policy review as designed. The customer wants to keep the shared workflow framework because separate regional workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without changing the underlying business process design.
What is the best corrective action?
Response:

A) Ask managers in the new regional population to submit these cases through HR administrators until the routing design is simplified later.
B) Add the policy reviewer directly to the final approval step so affected requests still receive additional oversight before completion.
C) Create a separate regional workflow so requests from the new population always include the policy-review step.
D) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date and position-linked reporting change.

3. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A) Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
B) Retest representative surge-team assignments across affected regional contexts and compare review outcomes.
C) Apply the same position-reference correction to every surge-team position and assume all manager views will align.
D) Close surge-team validation because one corrected assignment now reviews correctly.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reactivation process before a controlled staffing restart. In the web-based UI, HR specialists can change selected positions from inactive to active and save successfully. The active status is visible on the position record, but for a subset of reactivated positions the expected availability for downstream nomination activity does not return, and planners still cannot use them in the next preparation step.
Older reactivated positions behave correctly. The customer confirms the affected records belong to a newly introduced position class used for temporary expansion roles and wants to keep that class because planning reports depend on it. The consultant must restore correct lifecycle behavior without requiring planners to track usable positions manually.
What is the best first action?
Response:

A) Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.
B) Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.
C) Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.
D) Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.

5. 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&#x2019;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&#x2019;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) 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.
D) Exclude the affected employees from the monthly import permanently and maintain them only through direct web-based edits.

Solutions: