최신 SAP Certification Exams C_THR81_2605 무료샘플문제:

1. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI after a recent corporate data refresh. For one country group, users can start the transfer and choose the legal entity, but the cost center list is unexpectedly broader than intended and includes values from another region.
The transfer can still be saved, so the issue is not blocking execution. HR leadership wants the consultant to fix the problem before user training because financial reporting depends on controlled cost center selection. The customer does not want to remove the cost center field from the transaction or introduce a separate transfer design for that country group.
What is the best corrective action?
Response:

A) Hide the cost center field for that country group until the corporate data refresh can be reviewed after training.
B) Ask users to select the correct cost center manually from the broader list because the transfer still saves successfully.
C) Review the organizational associations introduced in the recent corporate data refresh and correct the relationship controlling cost center availability for that country group.
D) Duplicate the country-specific cost centers under new records so users can distinguish the correct values during transfer entry.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country global transfer process in the web-based UI before a controlled pilot. Managers can start the transfer action and enter the initial data, but when they reach employment information, one required field appears with the correct label yet resets to its prior value after each save for only the newly enabled country. Other countries retain the edited value correctly.
The customer confirms that the field must remain editable in the standard process because downstream approval routing depends on the final stored value. They do not want a separate country-specific transfer design or a manual follow-up correction step. The issue began after recent country-specific setup changes were introduced into the tenant.
What should the consultant investigate first?
Response:

A) Ask managers to complete the transfer and let HR operations correct the field afterward for employees in the new country.
B) Grant managers broader maintenance permissions so the edited value is stored as a direct data update during the transfer action.
C) Reload sample employee records from the new country so the transfer action can rebuild the field behavior automatically.
D) Review the country-specific transfer configuration controlling field persistence, then correct the setup dependency causing the value to revert after save.

3. <strong>CHALLENGE 3 &#x2014; District Manager Access for Store Cluster Boundaries</strong> A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the employee import template should be reloaded before any access testing continues.
B) Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
C) Whether HR operations can review the warehouse position instead of the district manager during final testing.
D) Whether the district manager should be given access to all records until the warehouse position list is corrected.

4. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
B) Create a separate workflow for the new business population so the escalation review step is always included for those requests.
C) Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.
D) Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.

5. A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
B) Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
C) Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
D) Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.

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