SAP C_THR81 actual dump : SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)

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SAP C_THR81 Exam Syllabus Topics:

SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:

1. A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A) Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
B) Remove the field from the hiring process so new records can be created without interruption and restore it later.
C) Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.
D) Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.

2. <strong>CHALLENGE 2 &#x2014; Mobile Repair Position Context for Field Coverage</strong> Mobile repair positions are available during assignment, but some assigned repair leads show facility context that does not match the shared field coverage model. Treatment plant assignments behave as expected.
Which validation action best distinguishes mobile repair position behavior from a general employee creation concern?
Response:

A) Remove district context from mobile repair positions so assignment can be completed without district-based validation.
B) Convert affected mobile repair positions into treatment plant positions so they follow the working plant assignment pattern.
C) Test representative mobile repair position assignments and manager-facing review results against the intended zone and district context.
D) Ask HR services to complete all mobile repair assignments centrally until broader district validation starts.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A) Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.
B) Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.
C) Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.
D) Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.

4. A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.
B) Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
C) Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.
D) Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.

5. A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A) Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
B) Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.
C) Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
D) Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.

Solutions: