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

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SAP C_THR81_2605 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_2605 試験問題：

問題 #1

A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.
B. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.
C. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
D. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.

問題 #2

In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is validating a process where position changes should drive downstream employee alignment before a regional restructuring review. In the web-based UI, a manager updates a position’s department assignment and saves successfully, but the incumbent employee record does not reflect the expected downstream change during validation. Other position updates, such as title corrections, appear normally.
The customer wants the consultant to correct the behavior without introducing manual follow-up steps for HR administrators, because the same operating model will be used across multiple regions. The project lead also wants to avoid broad redesign of working position processes this late in testing.
What is the best action to take first?
Response:

A. Review the configuration and propagation dependency between the position change and employee update behavior, then correct the specific mapping or rule that governs department alignment.
B. Recreate the affected positions with new identifiers so the employee records can inherit the correct department values from newly built objects.
C. Give managers additional edit access to employee records so they can correct downstream data directly after saving a position change.
D. Ask HR administrators to manually adjust employee department values after each position update until the restructuring review is complete.

問題 #3

<strong>CHALLENGE 1 &#x2014; District Reference Alignment for Repair Lead Records</strong> Plant technicians and mobile repair leads use the same employee creation process, yet only some repair records show unexpected district context during review. HR services wants to avoid broad configuration rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether HR services can manually override facility association during emergency roster planning.
B. Whether all workflow notifications for mobile repair changes use the same message template.
C. Whether affected records reference district or field service zone values that were updated after the early configuration cycle.
D. Whether district managers can approve mobile repair position changes without reviewing employee context.

問題 #4

In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A. Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
B. Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
C. Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.
D. Create duplicate business unit records for the region so the rehire process can continue without changing current associations.

問題 #5

A consultant is validating position maintenance in a public cloud SAP SuccessFactors Employee Central and Position Management environment before a reorganization freeze ends. In the web-based UI, managers can create new positions, but some newly created positions remain in a draft-like state and cannot be used in downstream planning activities even though the save action completes without error.
Older positions created earlier in the project are available as expected. The customer confirms that the affected positions are all created under a newly introduced position category. The business wants a fix that keeps the category structure intact and avoids asking users to recreate positions manually across multiple departments.
What should the consultant investigate first?
Response:

A. Grant managers broader access to planning activities so the newly created positions become selectable despite their current state.
B. Ask managers to keep using the older position categories until the new category can be removed from the design.
C. Review the configuration dependency tied to the new position category and correct the setting that controls whether saved positions become usable for downstream planning.
D. Export the affected positions, change their identifiers externally, and reload them under a different category structure.

解説：