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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
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
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
Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
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
SAP SuccessFactors Employee Central Overview	- Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics - Employee Central configuration basics 1. Company structure 2. Job structure

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q30-Q35):

NEW QUESTION # 30
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A. Build a separate regional workflow so the compliance review step can be forced for that population.
B. Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
C. Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
D. Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.

Answer: B

Explanation:
Feedback:
The workflow framework is active because the request saves and starts correctly. The missing step appears only when a combined condition is present and only for one newly added region, which points to a conditional determination problem rather than missing workflow activation. Correcting the rule that inserts the compliance review step addresses the actual dependency while preserving a maintainable shared workflow model.

NEW QUESTION # 31
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-home-department process in the web-based UI before a pilot launch. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee population the expected post-save update to the employee’s standard work location does not occur. The same process updates the location correctly for established populations.
HR operations wants one consistent return process across the tenant and does not want to maintain the location manually after each case. The issue started after the new population was added during the latest configuration cycle. The consultant must correct the behavior without splitting the process into population-specific variants.
What should the consultant investigate first?
Response:

A. Ask HR operations to update the standard work location manually for the new population until the pilot is complete.
B. Give managers direct edit access to the standard work location field so they can complete the missing update during the return transaction.
C. Reclassify affected employees temporarily into an older population so the existing return process can be reused without further setup changes.
D. Review the post-save derivation or action configuration for the new population, then correct the dependency controlling the standard work location update.

Answer: D

Explanation:
Feedback:
The transaction itself saves successfully, so the primary action path is functioning. The defect appears only for one newly enabled employee population and only in the post-save employee-data outcome. That points to a population-specific derivation or action dependency rather than a broad transaction failure. Correcting that dependency restores the intended automated behavior while preserving a single standardized process.

NEW QUESTION # 32
<strong>CHALLENGE 1 — Terminal Reference Alignment for Maintenance Records</strong> 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 terminal managers can approve maintenance position changes without reviewing employee context.
B. Whether HR data administration can manually override work-area association during the next design meeting.
C. Whether affected records reference terminal or work-area values that were corrected after initial setup.
D. Whether all workflow notifications for maintenance changes use the same message template.

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 # 33
A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A. Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
B. Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
C. Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
D. Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.

Answer: B

Explanation:
Feedback:
The department exists, and the issue is limited to a newly added regional structure after recent corporate data maintenance. That points to a relationship problem in foundation data rather than a missing object or UI defect. Correcting the company-division-department association restores the intended filtered availability while preserving controlled organizational scope.

NEW QUESTION # 34
A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A. Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.
B. Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.
C. Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.
D. Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.

Answer: B

Explanation:
Feedback:
The key artifact is that managers can access the transaction but cannot submit it for one protected population, while HR administrators can. That indicates the process configuration is working and the issue lies in authorization scope or target population settings. Adjusting only the manager permissions and scope for the approved population restores the intended process while preserving governance.

NEW QUESTION # 35
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