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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 validating a position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A) Recreate the affected positions under an older family so the existing hold behavior applies immediately.
B) Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.
C) Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
D) Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.

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

3. A consultant is supporting a scheduled import of future-dated employee work-schedule corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A) Adjust the import handling for employees with overlapping approved future changes so the work-schedule correction fits into the effective-dated timeline without replacing later records.
B) Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.
C) Delete the approved future job-information workflow requests, then rerun the warning rows so the work-schedule correction can load without conflict.
D) Exclude employees with approved future workflow requests from all future work-schedule imports and require HR administrators to maintain those cases manually.

4. <strong>CHALLENGE 2 &#x2014; Shared Maintenance Position Context Across Terminals</strong> Maintenance positions are available during assignment, but some assigned maintenance planners show terminal context that does not match the shared maintenance model. Dockside crew assignments behave as expected.
Which validation action best distinguishes maintenance position behavior from a general employee creation concern?
Response:

A) Ask HR data administration to complete all maintenance assignments centrally until configuration testing starts.
B) Remove terminal context from maintenance positions so assignment can be completed without terminal-based validation.
C) Convert affected maintenance positions into dockside crew positions so they follow the working dockside assignment pattern.
D) Test representative maintenance position assignments and manager-facing review results against the intended work-area and terminal context.

5. <strong>CHALLENGE 3 &#x2014; District Manager Access for Store Cluster Boundaries</strong> District managers request temporary access to all store and warehouse positions so they can help clear open rehearsal items before final manager testing. The HR governance owner wants district-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Grant cross-district access temporarily and rely on post-rehearsal review to identify any inappropriate record visibility.
B) Validate assigned-cluster access and target populations with representative district managers before considering any limited exception.
C) Keep current access unchanged and classify all blocked rehearsal items as evidence that the district model is secure.
D) Restrict district managers from all warehouse positions until store manager testing is fully complete.

Solutions: