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[General] SAP C_THR81_2505 Trusted Exam Resource | C_THR81_2505 Latest Test Materials

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【General】 SAP C_THR81_2505 Trusted Exam Resource | C_THR81_2505 Latest Test Materials

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SAP C_THR81_2505 Exam Syllabus Topics:
TopicDetails
Topic 1
  • Employee Central Core: This section of the exam measures the skills of HRIS Analysts and covers the essential components of the SAP SuccessFactors Employee Central Core module. It assesses the ability to configure foundational system features, including data models, business rules, event reasons, and workflows. Emphasis is placed on navigating the core employee data lifecycle, managing personal and employment information, and maintaining organizational structure within Employee Central.
Topic 2
  • Scenario 2: Approvals for Self-Service: This section of the exam assesses the competency of SAP Consultants in configuring self-service approval workflows. It covers the setup of dynamic approval chains and ensures policy compliance for employee-initiated actions. The focus is on enabling seamless and scalable workflow automation tailored to organizational structures and user roles.
Topic 3
  • Position Management: This section of the exam evaluates the knowledge of SAP Consultants in configuring and managing Position Management functionality. It focuses on understanding position hierarchy, relationship assignments, and synchronization with job information. Candidates are assessed on how effectively they support organizational planning through accurate position data setup and integration with other SAP modules.
Topic 4
  • Scenario 1: HR Transaction Rules: This section of the exam tests the proficiency of HRIS Analysts in applying HR transaction rules within the system. It focuses on the creation and use of business rules for automating actions, enforcing data accuracy, and streamlining HR processes. Candidates demonstrate the ability to define rule contexts and apply logic relevant to specific HR transactions.

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SAP Certified Associate - SAP SuccessFactors Employee Central Core Sample Questions (Q53-Q58):NEW QUESTION # 53
Based on the screenshot below, can you identify any errors on the definition of the business rule to Default Position Attributes? Note: There are 2 correct answers to this question.

  • A. The Parent Position field should NOT be included in the business rule.
  • B. The FTE field should be derived from the business rule to Calculate FTE based on Standard Hours.
  • C. The workflow configuration should NOT be included in the business rule.
  • D. The Company field should NOT be included in the business rule.
Answer: A,B
Explanation:
C . The Parent Position field should NOT be included in the business rule:
The Parent Position field is typically derived automatically based on position hierarchy and does not require explicit inclusion in a business rule for defaulting position attributes.
D . The FTE field should be derived from the business rule to Calculate FTE based on Standard Hours:
The FTE (Full-Time Equivalent) value should be calculated using a dedicated rule that accounts for standard hours, rather than being directly included in a defaulting rule.
Including these fields inappropriately can lead to data inconsistencies or rule execution issues.

NEW QUESTION # 54
Manager A initiated a job code change for Employee X with an effectivity date of January 15. Another manager initiated the same request, but for January 30. What happens to the workflows triggered by both transactions?
  • A. The system will allow both workflows to continue.
  • B. The system will cancel the first workflow.
  • C. The system will reject both workflows.
  • D. The system will cancel the second workflow.
Answer: A
Explanation:
When two workflows are initiated for the same employee with different effective dates, both workflows are allowed to proceed independently. The system processes them sequentially based on their respective effective dates. This ensures that updates are recorded in the order they occur without rejecting either workflow.
Other options, such as canceling or rejecting workflows, do not align with standard system behavior for managing multiple transactions.

NEW QUESTION # 55
Which permission controls a user's access to the Edit button in the history of Job Information?
  • A. Edit Link > Edit/Insert
  • B. Job Information Actions > Edit/Insert
  • C. Job Information Actions > View History
  • D. Job Information Actions > Correct
Answer: D
Explanation:
Job Information Actions > Correct permission controls the Edit button in the Job Information history.
This permission allows users to correct existing records without creating a new effective-dated record. It ensures that only authorized users can make retroactive changes to historical data.
Other permissions, such as Edit Link > Edit/Insert, Job Information Actions > Edit/Insert, or Job Information Actions > View History, do not directly control access to the Edit button in the history section.

NEW QUESTION # 56
Which clause meets the WFD_Address rule requirement?


  • A. Option B
  • B. Option A
  • C. Option C
  • D. Option D
Answer: D
Explanation:
The clause in Option D meets the WFD_Address rule requirement because it checks the following conditions comprehensively:
* Address is not equal to Null.
* City and CountryRegion are equal to Null.
* When these conditions are met, it sets the configuration for Address Change accordingly, ensuring data completeness and accuracy for address-related transactions.
Scenario 1: HR Transaction Rules

NEW QUESTION # 57
To which Job information field will you assign the Default_JobClass rule?
  • A. Employee Class
  • B. Job Title
  • C. Pay Grade
  • D. Job Code
Answer: D
Explanation:
The Default_JobClass rule should be assigned to the Job Code field in Job Information. This field serves as the key reference for deriving other job-related attributes, such as Job Title, Pay Grade, and Employee Class, ensuring that defaults are set when required.
Scenario 2: Approvals for Self-Service

NEW QUESTION # 58
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