SAP C_THR81_2605 Exam Questions : SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (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 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) Ask HR operations to update the work schedule class manually for the new category until the pilot period is complete.
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) Review the post-save derivation or transaction configuration for the new category, then correct the dependency controlling the work schedule class update.

2. <strong>CHALLENGE 3 &#x2014; Resort Manager Access for Hospitality Boundaries</strong> Resort operations managers request broader visibility across hotel, conference, and banquet positions so they can help clear remediation items. The HR governance owner wants resort-level access boundaries to remain visible during the remediation cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Validate assigned-scope access and target populations with representative resort managers before considering any limited exception.
B) Grant cross-resort access temporarily and rely on post-remediation review to identify any inappropriate record visibility.
C) Keep current access unchanged and classify all blocked remediation items as evidence that the resort model is secure.
D) Restrict resort operations managers from all banquet positions until housekeeping validation is fully complete.

3. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A) Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B) Whether the notification wording explains that some requests may stay with HR shared services.
C) Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
D) Whether all employee change workflows should be routed to both HR and every department manager for testing.

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

5. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:

A) It is less appropriate because corporate HR must always approve regulated position changes.
B) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
C) It prevents business unit values from being used in employee imports.
D) It is less appropriate because branch positions cannot participate in any Employee Central workflow.

Solutions: