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

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SAP C_THR81 Prüfungsthemen:

SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81 Prüfungsfragen mit Lösungen

1. <strong>CHALLENGE 3 &#x2014; District Manager Access for Municipal Boundaries</strong> A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station 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 services can review the mobile repair position instead of the district manager during UAT.
C) Whether the district manager should be given access to all records until the mobile repair position list is corrected.
D) Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.

2. A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

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

3. A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee&#x2019;s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A) Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
B) Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
C) Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
D) Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A) Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.
B) Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
C) Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.
D) Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position&#x2019;s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A) Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.
B) Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.
C) Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.
D) Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.

Fragen und Antworten: