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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core	- Foundation Objects 1. Generic Objects (MDF basics) 2. Legal Entity and Organizational Structures - Data Models 1. Succession Data Model Overview 2. HRIS Elements Configuration
Topic 2: Security and Permissions	- Role-Based Permissions 1. Permission Groups and Roles 2. Field-Level Security
Topic 3: Position Management	- Position Control Settings 1. Position Management Enablement 2. Integration with Employee Central - Position Object Configuration 1. Position-to-Job Mapping 2. Position Hierarchies and Relationships
Topic 4: Reporting and Integration	- Integration Basics 1. Data Replication Concepts 2. Employee Central APIs Overview - Reporting Tools 1. Stories and Analytics Overview 2. Ad Hoc Reports
Topic 5: Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information
Topic 6: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q193-Q198):

NEW QUESTION # 193
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

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

Answer: D

Explanation:
Feedback:
The missing business unit 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-business unit association restores proper filtered availability while preserving governance and the standard process design.

NEW QUESTION # 194
<strong>CHALLENGE 4 — Employee Data Workflow for Compliance Review</strong> 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 changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
B. It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
C. It is less appropriate because corporate HR must always approve insurance employee changes.
D. It prevents HR partners from updating branch employee records.

Answer: A

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 # 195
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. Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.
B. Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.
C. 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.
D. Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.

Answer: C

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 # 196
A consultant is supporting a scheduled public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:

A. Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.
B. Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
C. Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.
D. Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.

Answer: A

Explanation:
Feedback:
The warning pattern is tied to employees already involved in active workflow-driven changes, which signals a lifecycle coordination issue rather than a generic import defect. The correct approach is to adapt the administrative load so it respects the current process state. That preserves governance, supports a repeatable monthly process, and avoids forcing operations into exception-only manual maintenance.

NEW QUESTION # 197
<strong>CHALLENGE 1 — Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether affected records reference campus or service unit values that were corrected after initial department setup.
B. Whether operations managers can approve facilities position changes without reviewing employee context.
C. Whether all workflow notifications for facilities changes use the same message template.
D. Whether HR administration can manually override service unit association during the planning meeting.

Answer: A

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

NEW QUESTION # 198
......

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