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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:

Question 1

A consultant is supporting a scheduled public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:

A. Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
B. Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.
C. Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.
D. Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.

Question 2

<strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether all workflow notifications for facilities changes use the same message template.
B. Whether operations managers can approve facilities position changes without reviewing employee context.
C. Whether affected records reference campus or service unit values that were corrected after initial department setup.
D. Whether HR administration can manually override service unit association during the planning meeting.

Question 3

In a web-based SAP SuccessFactors Employee Central tenant, a consultant is validating a workflow for position-to-employee update processing. When a manager submits a job information change tied to a position, the request is saved successfully but routes to a generic HR approval step instead of the regional approver required by the design.
The customer confirms that the workflow itself is active and that regional approvers exist for the affected areas. The business asks for a correction that preserves the standard approval chain and does not create separate workflows for every region because maintenance must stay simple in the public cloud environment.
What is the best correction?
Response:

A. Review the rule or workflow derivation condition that determines the regional approver context, then correct the source condition or mapping used during submission.
B. Replace the current workflow with separate regional workflows so each region has its own fixed approver chain.
C. Instruct managers to select the correct regional approver manually until the next release cycle.
D. Assign all regional approvers to the generic HR step so any of them can approve the request.

Question 4

In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-primary-role 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 segment the expected post-save update to the employee&#x2019;s regular shift indicator does not occur. The same action updates that indicator correctly for existing segments.
HR operations wants to keep one standardized return process across the tenant and does not want to maintain the shift indicator manually after each approved request. The issue began after the new segment was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process into segment-specific variants.
What should the consultant investigate first?
Response:

A. Ask HR operations to update the regular shift indicator manually for the new segment until the pilot period is complete.
B. Give managers direct edit access to the regular shift indicator so they can complete the missing update during the same transaction.
C. Review the post-save derivation or action configuration for the new segment, then correct the dependency controlling the regular shift indicator update.
D. Reclassify affected employees temporarily into an older segment so the existing return process can be reused without further setup changes.

Question 5

<strong>CHALLENGE 2 &#x2014; Warehouse Position Context for Shift Lead Assignments</strong> A warehouse assignment can be saved, but the manager-facing review later displays inconsistent district context. The sponsor asks whether the team can proceed if HR operations verifies warehouse assignments offline.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Proceed with offline HR verification because it preserves the rehearsal schedule and the assignment record saves successfully.
B. Open all warehouse positions to district managers temporarily so they can confirm assignments faster during final testing.
C. Narrow the rehearsal scope and validate representative warehouse assignments in the system before relying on offline confirmation.
D. Stop all store and warehouse testing until every position record across the company is rebuilt.

Solutions: