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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
Reporting and Integration	- Integration concepts 1. API and data integration basics 2. Integration with SAP systems - Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports
SAP SuccessFactors Employee Central Overview	- Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics - Employee Central configuration basics 1. Job structure 2. Company structure
Position Management	- Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management - Position management setup 1. Position hierarchies 2. Position object configuration
Employee Data Management	- Data maintenance 1. Personal and employment data 2. Workflow and approvals - Employee lifecycle events 1. Hire, rehire, termination processes 2. Job and compensation changes

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q78-Q83):

NEW QUESTION # 78
CHALLENGE 1 — Engineering Department References for Transfer Records Production transfers and engineering-center transfers use the same employee update process, yet only some engineering-center records show incorrect plant context after review. Corporate HR wants to avoid broad reprocessing unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether all workflow notifications for engineering transfers use the same message template.
B. Whether corporate HR analysts can manually override plant association during the weekly planning cycle.
C. Whether plant managers can approve engineering transfers without reviewing employee position context.
D. Whether affected records reference plant or engineering department values adjusted during final cutover preparation.

Answer: D

Explanation:
Feedback:
The scenario suggests a second-order dependency between adjusted department references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader reprocessing.

NEW QUESTION # 79
CHALLENGE 4 — Manager Change Workflow for Store and Warehouse Contexts A store manager change routes to the expected district reviewer, but a comparable warehouse manager change remains with HR operations. The same district reviewer can approve other employee changes in assigned stores.
What should be validated before changing workflow routing?
Response:

A. Whether HR operations can approve all manager changes centrally until final manager testing is complete.
B. Whether the warehouse employee context, position assignment, and district responsibility support reviewer determination for the affected request.
C. Whether the workflow notification text tells users that warehouse requests may remain with HR operations.
D. Whether every district manager should be added to all manager-change workflows for the rehearsal period.

Answer: B

Explanation:
Feedback:
The district reviewer can approve other changes, so the workflow configuration may not be broadly incorrect. The affected warehouse request should be traced through employee context, position assignment, and district responsibility before workflow rules are adjusted.

NEW QUESTION # 80
CHALLENGE 4 — Employee Data Workflow for Compliance Review A tester suggests changing workflow routing so insurance employee changes always go directly to a compliance reviewer, regardless of employee and position context. This would reduce pending corporate HR items before the regulated review.
Why is this approach less appropriate?
Response:

A. It is less appropriate because corporate HR must always approve insurance employee changes.
B. It prevents HR partners from updating branch employee records.
C. It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
D. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.

Answer: D

Explanation:
Feedback:
The scenario indicates routing works in some comparable contexts, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 81
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is validating a process where position changes should drive downstream employee alignment before a regional restructuring review. In the web-based UI, a manager updates a position’s department assignment and saves successfully, but the incumbent employee record does not reflect the expected downstream change during validation. Other position updates, such as title corrections, appear normally.
The customer wants the consultant to correct the behavior without introducing manual follow-up steps for HR administrators, because the same operating model will be used across multiple regions. The project lead also wants to avoid broad redesign of working position processes this late in testing.
What is the best action to take first?
Response:

A. Review the configuration and propagation dependency between the position change and employee update behavior, then correct the specific mapping or rule that governs department alignment.
B. Recreate the affected positions with new identifiers so the employee records can inherit the correct department values from newly built objects.
C. Ask HR administrators to manually adjust employee department values after each position update until the restructuring review is complete.
D. Give managers additional edit access to employee records so they can correct downstream data directly after saving a position change.

Answer: A

Explanation:
Feedback:
The symptom is selective: the position update saves, and some downstream behavior works, but department alignment does not. That means the position object itself is active and the general process is functioning. The likely upstream issue is the specific dependency that governs how department-related changes propagate from the position to the incumbent employee. Correcting that mapping or rule targets the root cause while preserving the existing operating model.

NEW QUESTION # 82
CHALLENGE 1 — Terminal Reference Alignment for Maintenance Records Dockside employees and maintenance planners use the same employee creation process, yet only some maintenance records show unexpected terminal context during review. HR data administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether HR data administration can manually override work-area association during the next design meeting.
B. Whether all workflow notifications for maintenance changes use the same message template.
C. Whether affected records reference terminal or work-area values that were corrected after initial setup.
D. Whether terminal managers can approve maintenance position changes without reviewing employee context.

Answer: C

Explanation:
Feedback:
The scenario suggests a second-order dependency between corrected work-area references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader rework.

NEW QUESTION # 83
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