Download SAP : C_THR81_2605 Fragen & Antworten als PDF & Test Software

In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

• A. Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
• B. Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
• C. Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
• D. Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.

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. Create duplicate legal-entity records for the new regional structure so the intended value appears separately in the filtered list.
• D. Broaden legal-entity visibility for all nearby regional structures so managers can always find the missing value during the process.

A consultant is supporting a scheduled import of future-dated employee work-schedule corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance 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 job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

• A. Adjust the import handling for employees with overlapping approved future changes so the work-schedule correction fits into the effective-dated timeline without replacing later records.
• B. Delete the approved future job-information workflow requests, then rerun the warning rows so the work-schedule correction can load without conflict.
• C. Exclude employees with approved future workflow requests from all future work-schedule imports and require HR administrators to maintain those cases manually.
• D. Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.

<strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

• A. Whether the permission role, target population, and regional responsibility assignment align for both assigned and unassigned records.
• B. Whether the employee creation import should be reloaded before any access testing continues.
• C. Whether the regional manager should be given access to all records until the surge-team position list is corrected.
• D. Whether HR operations can review the surge-team position instead of the regional manager during SIT.

<strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

• A. Keep current access unchanged and classify all blocked planning items as evidence that the campus model is secure.
• B. Grant cross-campus access temporarily and rely on post-planning review to identify any inappropriate record visibility.
• C. Restrict operations managers from all facilities positions until academic department validation is fully complete.
• D. Validate assigned-scope access and target populations with representative operations managers before considering any limited exception.