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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Job structure 2. Company structure - Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects
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
Reporting and Integration	- Integration concepts 1. API and data integration basics 2. Integration with SAP systems - Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting
Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
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 (Q84-Q89):

NEW QUESTION # 84
A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A. Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.
B. Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
C. Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
D. Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.

Answer: A

Explanation:
Feedback:
The shared-position update itself saves and displays correctly, so the primary lifecycle action is functioning. The defect appears in the next layer, where shared-state behavior should alter downstream incumbent-assignment handling. Because only the newly introduced reason group is affected, the most likely root cause is a reason-group-specific configuration dependency controlling enforcement after save.

NEW QUESTION # 85
CHALLENGE 3 — District Manager Access for Store Cluster Boundaries District managers request temporary access to all store and warehouse positions so they can help clear open rehearsal items before final manager testing. The HR governance owner wants district-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

Answer: D

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

NEW QUESTION # 86
CHALLENGE 3 — Regional Manager Access for Claims Boundaries A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the employee creation import should be reloaded before any access testing continues.
B. Whether HR operations can review the surge-team position instead of the regional manager during SIT.
C. Whether the regional manager should be given access to all records until the surge-team position list is corrected.
D. Whether the permission role, target population, and regional responsibility assignment align for both assigned and unassigned records.

Answer: D

Explanation:
Feedback:
The behavior includes both missing valid access and visible out-of-scope access, so role, target population, and responsibility assignment need to be evaluated together. This directly tests the regional access boundary model.

NEW QUESTION # 87
CHALLENGE 1 — Foundation Data Sequence for Field Workforce Setup During validation, several position records can be selected during employee assignment, but the regional context shown later in review does not match the expected operating area. The team confirms that some corporate data values were created after the initial position import.
Which action best supports a controlled correction before the next manager test cycle?
Response:

A. Continue manager validation and document the behavior as a known limitation until the next rollout wave.
B. Reload all employee and position records so that every imported object is rebuilt using the newest corporate data values.
C. Expand HR specialist permissions temporarily so that users can correct affected employee and position records during testing.
D. Validate the active foundation data referenced by affected records, then selectively correct or reload only dependent records with confirmed mismatches.

Answer: D

Explanation:
Feedback:
This option addresses the dependency between foundation data timing and downstream position behavior without assuming every record is invalid. It preserves validation time while still requiring evidence before a selective correction or reload is made.

NEW QUESTION # 88
CHALLENGE 3 — District Manager Access for Store Cluster Boundaries A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the district manager should be given access to all records until the warehouse position list is corrected.
B. Whether the employee import template should be reloaded before any access testing continues.
C. Whether HR operations can review the warehouse position instead of the district manager during final testing.
D. Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.

Answer: D

Explanation:
Feedback:
The behavior affects both missing valid access and visible out-of-scope access, so the role, target population, and responsibility assignment need to be evaluated together. This directly tests the access boundary model.

NEW QUESTION # 89
......

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