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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 Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A) Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
B) Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.
C) Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.
D) Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.

2. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A) Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
B) Create duplicate cost center records for the new structure so the intended values appear separately in the list.
C) Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
D) Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.

3. A consultant is testing a workflow for manager-submitted temporary reporting adjustments 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 service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A) Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.
B) Create a separate workflow for the new service population so the governance review step is always included for those requests.
C) Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.
D) Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new global assignment hire variant in the web-based UI before a controlled pilot. Recruiters can launch the hire process and enter personal data, but when they reach the employment segment, one required field group is visible yet collapses after save and does not retain the entered values for one newly enabled country only.
Other countries in the same tenant retain the values correctly. The customer confirms the field group must remain part of the standard hire design because later approvals depend on it. They do not want a country-specific manual workaround or a separate hiring process. The issue appeared after the latest country setup and localization-related configuration activities were introduced.
What is the best first action?
Response:

A) Grant recruiters broader maintenance permissions so the entered values are treated as direct updates instead of hire-step values.
B) Review the country-specific configuration controlling the persistence and behavior of that employment field group, then correct the setup dependency for the newly enabled country.
C) Ask recruiters to complete the hire without the field group and let HR administrators re-enter the missing values after approval.
D) Export recent hires from the new country and reload them so the field group behavior refreshes before the pilot begins.

5. A consultant is testing a workflow for manager-submitted temporary cost-center reassignment requests 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 operational population, requests that include both a temporary end date and a position-linked budget impact bypass the intended review queue and go directly to the standard approval step.
Existing populations with the same combination still route through the intended review queue. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader approval process.
What is the best corrective action?
Response:

A) Add the intended reviewers directly to the standard approval step so affected requests still receive some oversight before completion.
B) Create a separate workflow for the new operational population so the review queue is always included for those requests.
C) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked budget impact.
D) Ask managers in the new operational population to stop submitting these temporary reassignment requests until the workflow model is revised later.

Fragen und Antworten: