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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 validating a manager-led data change process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select the employee’s company and location, but for one newly activated regional structure the legal entity list is incomplete and excludes the entity that should be available for the intended organizational combination. The same process works correctly in other structures.
HR leadership confirms the missing legal entity was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden legal-entity availability across unrelated structures or use temporary placeholder values during transactions. The consultant must identify the best corrective action without redesigning the process.
What is the best next step?
Response:

A) Review the organizational associations for company, location, and legal entity in the new regional structure, then correct the relationship controlling filtered legal-entity availability.
B) Ask managers to choose a temporary legal entity and let HR operations correct the final value after the transaction is completed.
C) Broaden legal-entity visibility for all nearby regional structures so managers can always find the missing value during the process.
D) Create duplicate legal-entity records for the new regional structure so the intended value appears separately in the filtered list.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-requested temporary job changes. In the web-based environment, requests for one business population save and enter workflow, but when the transaction includes both a temporary job classification and a future effective date, the request is routed to a generic regional queue instead of the specialized reviewer group used for time-sensitive cases.
Other populations route correctly. The customer wants to preserve the current shared workflow framework and avoid maintaining separate end-to-end workflows for each population. The issue began after the affected business population was introduced during the most recent configuration cycle.
What is the best corrective action?
Response:

A) Review the rule or routing condition for combined temporary-classification and future-date scenarios, then correct the logic for the newly added business population.
B) Ask managers in the affected population to stop submitting future-dated temporary changes until the workflow design is simplified.
C) Add the specialized reviewer group to the generic regional queue so any affected request can still be acted on quickly.
D) Create a separate workflow for the affected business population so future-dated temporary changes always use the specialized reviewer group.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee’s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A) Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.
B) Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
C) Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.
D) Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-from-leave process in the web-based UI before a regional pilot. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee subgroup the expected standard-hours update does not apply after save. The same return action updates standard hours correctly for established subgroups.
HR operations does not want to maintain standard hours manually after each return because the process will be used repeatedly during peak staffing periods. The issue began after the new subgroup was added to the return action design during the latest configuration cycle. The consultant must correct the behavior while preserving one consistent return process across the tenant.
What should the consultant investigate first?
Response:

A) Reassign affected employees temporarily into an older subgroup so the existing return action behavior can be reused.
B) Give managers direct edit access to standard hours so they can complete the missing update during the return action.
C) Ask HR operations to update standard hours manually for the new subgroup until the regional pilot is complete.
D) Review the post-save derivation or action configuration for the new subgroup, then correct the dependency controlling the standard-hours update.

5. A consultant is validating a manager-led organizational change process in a public cloud SAP SuccessFactors Employee Central tenant before a controlled regional launch. In the web-based UI, managers can select company and legal entity, but for one newly activated structure the available employee class values are broader than expected and include classes intended for a different operational branch. Other structures display the correct narrowed list.
The transaction still saves, but testers are choosing incorrect combinations because the filtered scope is too wide. HR leadership wants the issue corrected before training because downstream approvals and reporting depend on controlled employee class selection. The customer does not want broader visibility across structures or a separate process for this new rollout group.
What is the best next step?
Response:

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

質問と回答：