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

1. A consultant is supporting a scheduled import of future-dated employee holiday-calendar corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end payroll 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 employment-detail changes in the same effective period.
The customer wants the holiday-calendar corrections preserved without deleting the already approved future requests, because those requests are part of an approved operating plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

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

2. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A) Remove campus context from facilities positions so assignment can be completed without campus-based validation.
B) Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.
C) Ask HR administration to complete all facilities assignments centrally until formal validation starts.
D) Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.

3. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI after a recent corporate data refresh. For one country group, users can start the transfer and choose the legal entity, but the cost center list is unexpectedly broader than intended and includes values from another region.
The transfer can still be saved, so the issue is not blocking execution. HR leadership wants the consultant to fix the problem before user training because financial reporting depends on controlled cost center selection. The customer does not want to remove the cost center field from the transaction or introduce a separate transfer design for that country group.
What is the best corrective action?
Response:

A) Duplicate the country-specific cost centers under new records so users can distinguish the correct values during transfer entry.
B) Hide the cost center field for that country group until the corporate data refresh can be reviewed after training.
C) Ask users to select the correct cost center manually from the broader list because the transfer still saves successfully.
D) Review the organizational associations introduced in the recent corporate data refresh and correct the relationship controlling cost center availability for that country group.

4. A consultant is validating a controlled update process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review window. HR operations users can search for employee records, open the correction screen, and edit values for all approved populations. For one restricted leadership population, however, the save action is available and appears to run, but the transaction returns a validation-style access message and the updates are not committed.
HR administrators can save the same correction successfully. The customer wants the approved operations team to maintain this leadership population only for the defined compliance process, without copying full administrator access or weakening the protection boundary around sensitive records. The solution must support recurring monthly execution.
What is the best corrective action?
Response:

A) Review the operations role permissions and target-population scope for the save-level correction process, then adjust only the authorized update scope required for that leadership population.
B) Ask HR administrators to process that leadership population every month while the operations team continues handling the rest of the workforce.
C) Temporarily move the leadership population into the general operations scope during each monthly cycle, then restore the existing restriction afterward.
D) Copy the HR administrator role to the operations team during the compliance window so the save can complete for the leadership population.

5. A consultant is validating a newly enabled cross-border transfer setup in SAP SuccessFactors Employee Central before a pilot rollout. In the public cloud web-based UI, managers can start the transfer and enter most required information. However, for one new country pair the assignment details section opens with the expected fields, but one required field group stays hidden after the page refresh even though it was visible at the start of testing.
Other country combinations keep that section visible throughout the action. The customer confirms that the group must remain visible because later approval routing depends on those values. They do not want a separate transfer variant or a manual correction step after submission. The issue started after recent country-specific setup adjustments were introduced into the tenant.
What should the consultant investigate first?
Response:

A) Review the country-specific transfer setup controlling section visibility, then correct the dependency that hides the required field group after refresh for the new country pair.
B) Ask managers to finish the transfer without that field group and let HR operations fill it in after approval for the affected country pair.
C) Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.
D) Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.

質問と回答：