SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)은 출제 범위가 넓고 문제 유형이 다양해 체계적인 대비 없이는 다루기 쉽지 않은 시험입니다. Fast2test의 C_THR81 모의고사 217문항은 실제 시험의 구성과 유사하게 만들어져 있어, 처음 응시하시는 분도 시험 구조를 빠르게 파악하실 수 있습니다.

SAP C_THR81 시험 개요:

SAP C_THR81 시험 요강 주제:

C_THR81 시험, 응시 전 꼭 확인해야 할 질문들

최신 SAP Certification Exams C_THR81 무료샘플문제

문제 #1

In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A. Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
B. Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.
C. Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.
D. Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.

문제 #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. Ask HR administrators to manually adjust employee department values after each position update until the restructuring review is complete.
B. Give managers additional edit access to employee records so they can correct downstream data directly after saving a position change.
C. 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.
D. Recreate the affected positions with new identifiers so the employee records can inherit the correct department values from newly built objects.

문제 #3

A consultant is validating a manager-led organizational reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly activated operating structure the department list includes valid-looking departments from a neighboring structure. The process remains usable, but testers are choosing incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed department set. The customer wants the issue fixed without broadening department visibility across unrelated structures and without creating a separate reassignment design for the new rollout group. Reporting integrity and approval routing depend on correct department selection.
What is the best next step?
Response:

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

문제 #4

<strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether affected records reference campus or service unit values that were corrected after initial department setup.
B. Whether all workflow notifications for facilities changes use the same message template.
C. Whether HR administration can manually override service unit association during the planning meeting.
D. Whether operations managers can approve facilities position changes without reviewing employee context.

문제 #5

<strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> During SIT, most claims employee records can be created successfully, but selected underwriting support records show a service-line association that does not match the expected regional context. Several underwriting support values were revised after the initial configuration cycle.
Which action best supports a controlled readiness decision?
Response:

A. Rework all region, service-line, employee, and position records because any post-configuration underwriting value revision invalidates SIT.
B. Continue end-to-end validation because the employee records save successfully and associations can be reviewed after staffing scenarios are added.
C. Compare affected records against active region, service-line, and underwriting support values, then correct only records with confirmed dependency impact.
D. Give regional claims managers access to all underwriting support records so they can manually review and correct service-line associations.

질문과 대답: