SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) 認定 C_THR81_2605 試験問題:

1. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A) Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
B) Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
C) Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
D) Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A) Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.
B) Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.
C) Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
D) Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a scheduled load of future position-holder changes before a controlled staffing review. The import file processes successfully for most rows, but several rows finish with no update because the affected positions are still marked as inactive for the future effective period in the web-based environment.
Current-period records for those same positions remain valid. The customer wants the future staffing changes loaded this week, but they do not want the consultant to activate positions earlier than planned or bypass lifecycle controls. The monthly administrative load must remain reusable for later cycles without separate manual fixes.
What is the best next step?
Response:

A) Change all affected positions to active immediately so the future holder load can post in the current cycle without further checks.
B) Retry the failed rows with broader administrative permissions so the import can override the inactive future state for this cycle.
C) Adjust the future position lifecycle setup or effective handling for the affected records, then rerun only the rows once the future period supports valid holder updates.
D) Remove the inactive positions from all future import files and ask HR administrators to enter holder changes manually when the period begins.

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) Test representative maintenance position assignments and manager-facing review results against the intended work-area and terminal context.
D) Convert affected maintenance positions into dockside crew positions so they follow the working dockside assignment pattern.

5. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> A project coordinator proposes a temporary role that lets HR shared services view all employee and position records across the network. The coordinator argues that this will prevent delays before the next validation group joins testing.
Why is this option less appropriate?
Response:

A) It forces the team to reload location and department values before permission roles can be tested.
B) It prevents HR shared services from completing employee data changes in the preproduction tenant.
C) It reduces the ability to confirm whether location-based target populations and role assignments support the intended operating model.
D) It requires all department managers to approve records before HR shared services can view them.

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