SAP Certification Exams C_THR81_2605

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81_2605 Prüfungsfragen mit Lösungen:

1. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.
B) Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
C) Export the affected positions, assign them new identifiers, and reload them under a different position type.
D) Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

A) Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.
B) Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.
C) Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.

3. <strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Delay all testing until every employee and position record across the full company is reloaded and reviewed.
B) Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
C) Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
D) Allow managers to view all positions during testing, then restore regional filtering before production preparation.

4. A consultant is validating a position-based readiness process before a succession planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
B) Review the dependency between the new regional segment and downstream planning-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
C) Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
D) Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.

5. A consultant is testing a workflow for manager-submitted temporary supervisory coverage changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added support population, requests that include both a temporary end date and a position-linked approval impact bypass the intended control review and go straight to the final approval stage.
Existing populations with the same combination still pass through control review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Create a separate workflow for the new support population so the control review is always included for those requests.
B) Ask managers in the new support population to stop using temporary supervisory coverage requests until the workflow model is revised later.
C) Add the control reviewers directly to the final approval stage so affected requests still receive some oversight before completion.
D) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.

Fragen und Antworten: