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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 manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A) Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.
B) Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
C) Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.
D) Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.

2. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A surge-team assignment can be saved, but manager-facing review later displays inconsistent regional context. The operations sponsor asks whether the team can proceed if HR operations verifies surge assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

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

3. <strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> Plant managers request temporary access to all engineering and production positions so they can help close open hypercare cases. The HR governance lead wants plant-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.
B) Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.
C) Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.
D) Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.

4. <strong>CHALLENGE 3 &#x2014; Role-Based Access Boundaries for HR Operations</strong> Two governance goals compete during testing: HR specialists need enough access to complete assigned validation tasks, while regional employee and position data should remain restricted to the correct operating area.
Which option best handles this governance-versus-governance prioritization?
Response:

A) Keep current permissions unchanged and treat any blocked HR activity as evidence that the configuration is secure.
B) Prioritize validation speed by giving HR specialists cross-region access and tracking any inappropriate use manually.
C) Configure access around intended regional responsibility and use representative users to confirm both task completion and boundary enforcement.
D) Prioritize data restriction by removing HR specialist access until regional managers complete their own validation.

5. A consultant is validating administrative exports in a web-based SAP SuccessFactors Employee Central environment before a controlled audit cycle. HR operations users can run an employee data export for most populations, but records belonging to one restricted regional group are missing from the output even though those employees are visible in standard profile searches for authorized staff.
The customer wants the monthly export to include that regional group for the approved operations team only, without expanding general access to sensitive employee data outside the audit process. The consultant must correct the issue in a way that supports repeatable export operations and preserves the region&#x2019;s stricter governance boundary.
Which action should the consultant take first?
Response:

A) Add the restricted regional group to the general HR operations audience so all standard exports automatically include the missing employees.
B) Review the export user role and target population scope for the approved audit process, then adjust only the authorized export access for that restricted regional group.
C) Remove the regional sensitivity setting temporarily during the monthly export window so the records can flow into the file without further configuration changes.
D) Ask the regional HR team to run a separate local export each month and combine the files manually after the audit cycle starts.

Solutions: