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C_THR81_2405: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Employee Central Core
Exam Number: C_THR81_2405
Exam Name: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Employee Central Core
Length of test: 180 mis
Exam Format: Multiple-choice, Drag and Drop, and HOTSPOT questions.
Exam Language: English
Number of questions in the actual exam: 80 questions
Passing Score: 69%
Topics Covered: Employee Central Core: 41% - 50%, Position Management: 11% - 20%, Scenario 1: HR Transaction Rules: 11% - 20%, Scenario 2: Approvals for Self-Service: 11% - 20%, Managing Clean Core: ≤ 10%.
This study guide should help you understand what to expect on the C_THR81_2405 exam and includes a summary of the topics the exam might cover and links to additional resources. The information and materials in this document should help you focus your studies as you prepare for the exam.
Related questions
Which mathematical formula must be set in the THEN condition to meet the Jobinfo_FTE_Comp rule requirement?
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The manager has the ability to change the salary during the workflow
Which of the following options do you need to select for a new workflow to be triggered when the manager edits the salary?
Your customer needs to set up a workflow to direct approval processes to the head of a business unit.
Which approver type do you use?
What must be done to ensure that you can use a custom generic (MDF) object for Employee Self- Service? Note: There are 2 correct answers to this question.
You need to create a one-to-many association from Location to Legal Entity. You also need to configure filtering of the Location field based on the Company field in the Job Information block.
What do you need to add to the data models? Note: There are 2 correct answers to this question.
<field-criteria> as part of <hris-field='company'>
<field-criteria> as part of <hris-field='location'>
<association> as part of <hris-element id='jobInfo'>
<association> as part of <hris-element id='location'>
What are some of the position management application-specific rule scenarios? Note: There are 3 correct answers to this question.
Create Right to Return for Incumbent
Update Rule for Mass Change Run
Trigger Rules to Calculate Full-Time Equivalent
Trigger Rules for Off Cycle Event Batch
Derive Job Requisition Template in Recruiting Integration
What is the recommended practice to start the event reason derivation rules?
How is the event reason derived when a business rule is enabled for import?
How do you enable a cost center in the Succession Data Model to be used as a filter in a permission group?
Go to <dg-filters> then add cost-center
Go to <hris-element='jobInfo'> then add dg-filter='true'
Go to <custom-filters> then add cost-center
Go to <hris-field id='cost-center'> then add filter='true'
You have updated several position departments using Import and Export data, but the incumbent's data still shows the previous information for the department hris-field.
What are some possible causes for this data inconsistency? Note: There are 2 correct answers to this question.
The technicalParameters value has NOT been set to SYNC in the position records.
The technicalParameters column with a value of SYNC has NOT been included in the import file.
The business rule to sync data changes sets the Position Department to be equal to Job Information.Department.
The business rule to sync data changes sets the Job Information.Department to be equal to Job Information.Position.Department.
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