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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Topic 2: Reporting and Integration	- Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting - Integration concepts 1. Integration with SAP systems 2. API and data integration basics
Topic 3: SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Job structure 2. Company structure - Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics
Topic 4: Position Management	- Position management setup 1. Position hierarchies 2. Position object configuration - Integration with Employee Central 1. Business rules for position management 2. Position-to-employee mapping
Topic 5: Employee Data Management	- Data maintenance 1. Workflow and approvals 2. Personal and employment data - 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 (Q66-Q71):

NEW QUESTION # 66
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A. Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.
B. Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.
C. Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.
D. Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.

Answer: D

Explanation:
Feedback:
The failure is limited to one country and occurs during the hire process, while the same field works in other countries. That indicates a setup dependency specific to that country configuration rather than a system-wide problem. Correcting the country-specific configuration controlling the field’s availability addresses the upstream cause and preserves the standardized design.

NEW QUESTION # 67
A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A. Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
B. Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.
C. Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
D. Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.

Answer: B

Explanation:
Feedback:
The records appear in preview, so the operations team already has enough visibility to identify them. The failure occurs at final processing for one sensitive population, which indicates a submit- or process-level authorization scope issue rather than a general access problem. Adjusting only the approved execution scope for that specific monthly process restores repeatable processing while preserving the stricter governance boundary.

NEW QUESTION # 68
In a web-based SAP SuccessFactors Employee Central tenant, a consultant is validating a workflow for position-to-employee update processing. When a manager submits a job information change tied to a position, the request is saved successfully but routes to a generic HR approval step instead of the regional approver required by the design.
The customer confirms that the workflow itself is active and that regional approvers exist for the affected areas. The business asks for a correction that preserves the standard approval chain and does not create separate workflows for every region because maintenance must stay simple in the public cloud environment.
What is the best correction?
Response:

A. Assign all regional approvers to the generic HR step so any of them can approve the request.
B. Replace the current workflow with separate regional workflows so each region has its own fixed approver chain.
C. Review the rule or workflow derivation condition that determines the regional approver context, then correct the source condition or mapping used during submission.
D. Instruct managers to select the correct regional approver manually until the next release cycle.

Answer: C

Explanation:
Feedback:
The system artifact shows that submission succeeds but approval routing resolves to a fallback path. That means the transaction and workflow framework are functioning, but the condition used to derive the intended regional approver context is not resolving correctly. Correcting the rule or mapping preserves a maintainable standard process and fixes the upstream determination logic rather than multiplying workflow variants.

NEW QUESTION # 69
<strong>CHALLENGE 2 — Claims Surge Position Context Across Regions</strong> The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A. Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
B. Apply the same position-reference correction to every surge-team position and assume all manager views will align.
C. Close surge-team validation because one corrected assignment now reviews correctly.
D. Retest representative surge-team assignments across affected regional contexts and compare review outcomes.

Answer: D

Explanation:
Feedback:
One successful correction does not prove the pattern is stable across comparable surge-team contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 70
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is validating a restructuring preparation process in the web-based UI. HR specialists update a position to mark it as shared during a temporary coverage arrangement. The position update saves successfully, and the new status is visible on the position record, but the expected downstream availability change for related staffing preparation does not occur.
Existing shared positions created earlier in the project behave correctly. The customer wants to preserve the position-driven operating model and does not want HR specialists to maintain downstream readiness manually, because the same setup will be used during quarterly planning cycles. The affected records were all created from a newly introduced position template.
What is the best first action?
Response:

A. Review the dependency between the new position template and downstream readiness handling, then correct the configuration or binding used for shared-position processing.
B. Ask HR specialists to update downstream staffing readiness manually for all shared positions created from the new template.
C. Recreate the affected shared positions with older templates so the downstream behavior matches earlier project records.
D. Give staffing users broader access so they can work with positions even when downstream readiness is not updated correctly.

Answer: A

Explanation:
Feedback:
The save action and visible shared status confirm that the position record itself is updating correctly. The failure occurs in the next dependency layer: downstream readiness behavior. Because only records from the new template are affected, the most likely upstream cause is a configuration or binding difference between that template and the downstream process. Correcting that dependency preserves the intended operating model and avoids manual follow-up.

NEW QUESTION # 71
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