C_THR81 無料問題集「SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)」

（A）Apply the same position-context correction to every underwriting record and assume routing will align after refresh.

（B）Remove HR operations visibility from pending workflow requests so regional review becomes the only visible path.

（C）Close workflow validation because at least one corrected underwriting change reached the expected reviewer.

（D）Retest representative position-change transactions across affected underwriting contexts and compare reviewer outcomes.

（A）Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.

（B）Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.

（C）Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.

（D）Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.

（A）Validate assigned-cluster access and target populations with representative district managers before considering any limited exception.

（B）Restrict district managers from all warehouse positions until store manager testing is fully complete.

（C）Keep current access unchanged and classify all blocked rehearsal items as evidence that the district model is secure.

（D）Grant cross-district access temporarily and rely on post-rehearsal review to identify any inappropriate record visibility.

（A）Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.

（B）Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.

（C）Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.

（D）Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.

（A）Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.

（B）Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.

（C）Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.

（D）Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.

（A）Create a separate workflow for the new business population so those requests always use the specialized review step.

（B）Review the routing condition or rule precedence for the new business population, then correct the logic for requests combining temporary end date with position-linked cost impact.

（C）Add the specialized reviewers to the fallback review queue so affected requests can still be handled without changing the current workflow logic.

（D）Ask managers in the new population to route these requests through HR administrators until the workflow model can be simplified later.

（A）Adjust the import handling for employees with overlapping approved future changes so the supervisor adjustment fits into the effective-dated timeline without replacing later records.

（B）Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.

（C）Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.

（D）Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.

（A）Create a separate regional workflow so requests from the new population always include the intermediate review step.

（B）Ask managers in the new regional population to submit these requests through HR administrators until the workflow design can be simplified later.

（C）Add the intermediate reviewer directly to the final approval step so all affected requests still receive additional oversight.

（D）Review the routing rule or condition precedence for the new regional population, then correct the logic for requests that combine temporary assignment with a position-linked change.

（A）Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.

（B）Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.

（C）Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.

（D）Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.