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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
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
Employee Data Management	- Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes - Data maintenance 1. Workflow and approvals 2. Personal and employment data
Reporting and Integration	- Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports - Integration concepts 1. Integration with SAP systems 2. API and data integration basics
Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q14-Q19):

NEW QUESTION # 14
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A. Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
B. Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
C. Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
D. Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.

Answer: B

Explanation:
Feedback:
The observable pattern is partial inconsistency tied specifically to recently created positions. That means the overall hiring process works, but certain position records are not supplying the expected downstream values. The correct path is to review the position-level configuration or data completeness that supports inheritance and then correct those records or settings. This maintains the intended operating model and resolves the source dependency.

NEW QUESTION # 15
<strong>CHALLENGE 3 — District Manager Access for Municipal Boundaries</strong> District managers request broader visibility across treatment plant, pumping station, and mobile repair positions so they can help clear UAT items. The HR governance owner wants district-level access boundaries to remain visible during the UAT cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Validate assigned-scope access and target populations with representative district managers before considering any limited exception.
B. Keep current access unchanged and classify all blocked UAT items as evidence that the district model is secure.
C. Grant cross-district access temporarily and rely on post-UAT review to identify any inappropriate record visibility.
D. Restrict district managers from all mobile repair positions until treatment plant validation is fully complete.

Answer: A

Explanation:
Feedback:
This approach supports valid manager participation while preserving district-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 16
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A. Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.
B. Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.
C. Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.
D. Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.

Answer: A

Explanation:
Feedback:
The visible symptom is a missing position block for managers, but the second reasoning layer is authorization scope, not object existence. HR administrators can see the block, which confirms the block and position-related configuration are active. The likely upstream dependency is that the manager role lacks either the required position permissions, the correct target population, or both. Adjusting only the manager scope preserves governance and restores access only where the reporting relationship allows it.

NEW QUESTION # 17
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A. Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
B. Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
C. Create duplicate location records for the new structure so the intended value appears separately in the selection list.
D. Broaden location visibility for all related structures so managers can always find the missing value during internal moves.

Answer: A

Explanation:
Feedback:
The missing location exists and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely source is a relationship problem in foundation data. Correcting the company-department-location association restores proper filtered availability while preserving governance and the standard process design.

NEW QUESTION # 18
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A. Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
B. Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.
C. Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.
D. Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.

Answer: B

Explanation:
Feedback:
The workflow starts normally, so the process framework is active. The failure is specific to one newly added business area and appears only at the approver-resolution layer when delegation should apply. That indicates a configuration or rule dependency tied to how delegation is resolved for that area. Correcting the rule restores the intended routing while preserving a shared, maintainable workflow model.

NEW QUESTION # 19
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