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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 loading position updates into a public cloud SAP SuccessFactors Employee Central tenant before a scheduled workforce planning review. The import completes with mixed results: some records update, but many fail because parent position references are invalid. The customer wants the upload corrected quickly, yet they also want to avoid breaking existing reporting relationships or manually editing large volumes in the web UI.
A review shows that the failed records are mostly new child positions whose parent positions were included in the same file but appear later in the sequence. The consultant must choose a fix that restores consistency with the least operational risk.
Which action is the best next step?
Response:

A) Retry the same file with administrator access because import failures involving hierarchy fields are often permission-related.
B) Remove the parent position column from the file so all records load, then rebuild the hierarchy manually after the planning review.
C) Disable hierarchy validation for the import cycle so the system accepts all position updates in one pass.
D) Split the load so parent positions are created or updated first, then load dependent child positions after the hierarchy references are valid.

2. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> After selected data corrections, one regional position-change workflow routes correctly, but another comparable request still reaches an unexpected approver. The team wants to close the readiness review with minimal additional testing.
Which next step best confirms whether the correction is sufficient?
Response:

A) Apply the same correction to all regions and close workflow validation after one successful retest.
B) Execute representative position-change transactions across affected regional contexts and compare approver results against the expected responsibility model.
C) Disable workflow routing for position changes until all regional managers complete access validation.
D) Approve the corrected workflow case and treat the remaining variation as a user-training item.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A) HR operations can approve every pending request before the readiness summary is submitted.
B) Regional managers receive notification emails for some successful claims position changes.
C) Representative position-change tests show that routing follows regional responsibility when employee and position context align.
D) The team can manually list which underwriting requests are still pending with HR operations.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for District Review</strong> A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

A) Whether every district manager should be added to all position-change workflows during UAT.
B) Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.
C) Whether HR services can approve all position changes centrally until broader district validation begins.
D) Whether the workflow notification text tells users that mobile repair requests may remain with HR services.

5. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the employee creation import should be reloaded before any access testing continues.
B) Whether HR operations can review the surge-team position instead of the regional manager during SIT.
C) Whether the regional manager should be given access to all records until the surge-team position list is corrected.
D) Whether the permission role, target population, and regional responsibility assignment align for both assigned and unassigned records.

Solutions: