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

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SAP C_THR81 試験シラバストピック:

SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) 認定 C_THR81 試験問題：

1. A consultant is validating a controlled monthly employee data correction process in a web-based SAP SuccessFactors Employee Central tenant before an audit review. HR operations users can search, open, and edit records for approved populations. For one sensitive compensation-review population, the correction preview shows the intended changes, but the final commit returns an access-scope message and leaves those rows unchanged.
HR administrators can process the same rows successfully.The customer wants the approved operations team to handle this population only for the monthly correction process and does not want full administrator access copied to them. The consultant must restore repeatable execution while preserving the stricter governance boundary around this population.
What is the best corrective action?
Response:

A) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that sensitive population.
B) Copy the HR administrator permissions to the operations team during each monthly cycle so the final commit can complete for the affected rows.
C) Temporarily move the sensitive compensation-review population into the general operations scope during each monthly cycle and restore the restriction afterward.
D) Ask HR administrators to continue processing the sensitive population every month while operations handles all other populations.

2. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A) Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
B) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
C) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
D) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is supporting an administrative load of position status updates before a planning checkpoint. The import file is accepted, but a subset of rows completes with warnings and leaves the affected positions unchanged. The warning pattern appears only for positions that already have pending workflow-driven updates not yet finalized.
Other rows in the same file update successfully. The customer wants the consultant to preserve the controlled approval process for pending position changes and avoid forcing users to cancel those requests just to finish the import. The solution must support future recurring loads without manual cleanup after each cycle.
What is the best next action?
Response:

A) Adjust the import approach for positions with pending workflow-driven updates so the administrative load respects the existing in-process state instead of bypassing it.
B) Load the warning rows under a higher-access administrative role so the import can override the pending workflow state during the checkpoint cycle.
C) Cancel the pending workflow requests for the affected positions, then rerun the import so the unchanged rows can be updated immediately.
D) Remove the affected positions from future import files permanently and require web-based maintenance whenever workflow requests are active.

4. A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A) Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.
B) Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.
C) Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.
D) Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.

5. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A) Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
B) Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
C) Whether all employee change workflows should be routed to both HR and every department manager for testing.
D) Whether the notification wording explains that some requests may stay with HR shared services.

質問と回答：