PDF版 Demo近年に、SAP C_THR81 「SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)」 認定試験は重要なコンピュータ能力認定試験になっています。SAP 国際認証資格取得者になったら、求職がもっと易く、高給料も当たり前です！
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SAP C_THR81 試験シラバストピック:
| セクション | 目標 |
|---|---|
| レポート作成とシステム連携 | - SuccessFactors のレポート作成ツール
|
| SAP SuccessFactors Employee Central の概要 | - コア人事の基礎概念
|
| Position Management | - Employee Central との連携
|
| 組織管理 | - 組織構造の設定
|
| 従業員データの管理 | - データの維持管理
|
SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) 認定 C_THR81 試験問題：
問題 #1
<strong>CHALLENGE 1 — 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. Give regional claims managers access to all underwriting support records so they can manually review and correct service-line associations.
C. Continue end-to-end validation because the employee records save successfully and associations can be reviewed after staffing scenarios are added.
D. Compare affected records against active region, service-line, and underwriting support values, then correct only records with confirmed dependency impact.
問題 #2
<strong>CHALLENGE 2 — Shared Banquet Position Context for Event Staffing</strong> A banquet assignment can be saved, but manager-facing review later displays inconsistent resort context. The guest services director asks whether the team can proceed if HR coordination verifies banquet assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:
A. Proceed with offline HR verification because it preserves the remediation schedule and the assignment record saves successfully.
B. Stop all housekeeping and banquet testing until every position record across all resorts is rebuilt.
C. Open all banquet positions to resort operations managers temporarily so they can confirm assignments faster during validation.
D. Narrow the validation set and verify representative banquet assignments in the system before relying on offline confirmation.
問題 #3
A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:
A. Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
B. Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.
C. Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.
D. Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
問題 #4
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. Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
B. Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
C. Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
D. Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
問題 #5
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee organizational corrections before a monthly reconciliation cycle. The file runs in the web-based environment and reports successful completion, but several rows are processed with warnings and leave the target values unchanged. The affected employees all have pending future organizational moves already recorded for a later effective date. Other employees in the same file update correctly.
The customer wants the current corrections loaded without deleting or changing the approved future moves, and they do not want a separate manual exception process each month. The consultant must choose an action that preserves timeline integrity and keeps the administrative load repeatable.
What is the best next step?
Response:
A. Adjust the import handling for employees with future-dated organizational moves so the current correction can coexist with the existing approved timeline.
B. Retry the warning rows under a higher-access role so the import can override the future organizational state for the current cycle.
C. Delete the pending future organizational moves for the affected employees, then rerun the warning rows so the current corrections can load cleanly.
D. Route the warning rows to HR administrators for manual correction each month and keep those employees out of future import files.
解説：
| 問題 #1 正解： D | 問題 #2 正解： D | 問題 #3 正解： B | 問題 #4 正解： A | 問題 #5 正解： A |
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