SAP C_THR81 問題集 : SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)

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SAP C_THR81 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 試験問題：

1. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A) Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
B) Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
C) Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
D) Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A) Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.
B) Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.
C) Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.
D) Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.

3. <strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:

A) Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.
B) Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.
C) Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
D) Reassign the hidden position to a different supervisor and repeat the review from the original manager account.

4. <strong>CHALLENGE 1 &#x2014; Resort Reference Alignment for Banquet Records</strong> Housekeeping employees and banquet coordinators use the same employee creation process, yet only some banquet records show unexpected resort context during review. HR coordination wants to avoid broad template rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether HR coordination can manually override department association during seasonal staffing simulations.
B) Whether resort operations managers can approve banquet position changes without reviewing employee context.
C) Whether affected records reference resort or conference service values that were updated after the initial template build.
D) Whether all workflow notifications for banquet changes use the same message template.

5. A consultant is supporting a controlled update of employee data in a web-based SAP SuccessFactors Employee Central tenant. After an import, the file reports successful processing for many rows, but a set of employee records remains unchanged even though the source file contains valid-looking updates. No system-wide outage is reported, and the unchanged employees belong to one restricted population used for sensitive HR administration.
The customer wants the consultant to restore the update process without removing existing protection boundaries around that population. They also want to avoid editing the records manually because the same controlled load will be repeated each month.
Which action should the consultant take first?
Response:

A) Move the restricted employees temporarily into the general population so the same import can update all records without exceptions.
B) Review whether the import process or responsible role has the correct authorized scope for the restricted employee population, then adjust only the access needed for the approved update path.
C) Ask HR administrators to update the restricted population manually after each monthly import cycle to preserve the current permissions.
D) Split the file into smaller batches and rerun it several times because unchanged rows usually indicate a volume-related processing delay.

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