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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships
Topic 2: Employee Central Core Configuration	- Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts - Employee master data management 1. Job information and employment details 2. Personal data and employment records
Topic 3: Configuration and Integration	- MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations - Integration with SAP SuccessFactors modules 1. Integration with Recruiting Management 2. Integration with Payroll and Time Management (overview)
Topic 4: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Workflow and approval processes 2. Transfers, promotions, and compensation changes - Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q130-Q135):

NEW QUESTION # 130
CHALLENGE 3 — Operations Manager Access for Campus Boundaries An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

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

Answer: A

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 campus access boundary model.

NEW QUESTION # 131
CHALLENGE 2 — Position Context for Engineering Center Assignments Engineering-center positions are available during transfer assignment, but some assigned employees show a plant context that does not match the engineering department model. Production position transfers behave as expected.
Which validation action best distinguishes position-context behavior from a general employee update concern?
Response:

A. Test representative engineering position assignments and manager-facing review results against the intended department and plant context.
B. Remove plant context from engineering positions so that assignment can be completed without plant review.
C. Convert the affected engineering positions into production positions so they follow the working production transfer pattern.
D. Ask corporate HR analysts to complete all engineering transfers centrally until the weekly planning review is complete.

Answer: A

Explanation:
Feedback:
This action tests whether engineering position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific department model rather than treating the observation as a generic employee update concern.

NEW QUESTION # 132
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary manager reassignment requests. In the web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked reporting change are routed to the standard manager-approval path instead of the intended risk-review step.
Existing populations with the same combination still route through the risk-review step. The customer wants to preserve the shared workflow model because creating separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing issue without changing the business process design.
What is the best corrective action?
Response:

A. Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date with position-linked reporting change.
B. Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.
C. Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.
D. Create a separate workflow for the new operational population so those requests always include the risk-review step.

Answer: A

Explanation:
Feedback:
The workflow framework is functioning because requests save and route. The problem appears only for one newly added population and only when two conditions interact, which points to a conditional routing or rule-precedence issue rather than a missing workflow framework. Correcting the logic addresses the upstream cause while preserving the shared workflow structure.

NEW QUESTION # 133
CHALLENGE 4 — Employee Change Workflow for Department Review Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A. Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
B. Whether all employee change workflows should be routed to both HR and every department manager for testing.
C. Whether the notification wording explains that some requests may stay with HR shared services.
D. Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.

Answer: A

Explanation:
Feedback:
The same manager can approve other changes, so the workflow configuration may not be universally wrong. The affected request should be traced through employee context, department value, and responsibility assignment before workflow rules are changed.

NEW QUESTION # 134
CHALLENGE 4 — Position Change Routing for Regional Review The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A. The team can manually list which underwriting requests are still pending with HR operations.
B. Representative position-change tests show that routing follows regional responsibility when employee and position context align.
C. HR operations can approve every pending request before the readiness summary is submitted.
D. Regional managers receive notification emails for some successful claims position changes.

Answer: B

Explanation:
Feedback:
This evidence confirms the dependency between source context and reviewer determination. It supports a readiness recommendation based on repeatable system behavior rather than manual completion or status reporting.

NEW QUESTION # 135
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