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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: 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
Topic 2: 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
Topic 3: Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
Topic 4: Reporting and Integration	- Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports - Integration concepts 1. API and data integration basics 2. Integration with SAP systems
Topic 5: 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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q66-Q71):

NEW QUESTION # 66
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

A. Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
B. Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
C. Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.
D. Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.

Answer: B

Explanation:
Feedback:
The issue is not a missing value but an over-broad filtered list. Because the behavior is isolated to one newly activated structure, the most likely cause is a misaligned master-data relationship controlling which locations should appear after company and division are selected. Correcting that association restores controlled selection and protects downstream routing and reporting accuracy.

NEW QUESTION # 67
CHALLENGE 4 — Position Change Routing for Campus Review An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that facilities requests may remain with HR administration.
B. Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
C. Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.
D. Whether every operations manager should be added to all position-change workflows during rollout planning.

Answer: C

Explanation:
Feedback:
The operations manager can approve other changes, so the workflow configuration may not be broadly incorrect. The affected facilities change should be traced through employee context, position assignment, and campus responsibility before workflow rules are adjusted.

NEW QUESTION # 68
CHALLENGE 2 — Shared Banquet Position Context for Event Staffing A banquet assignment can be saved, but manager-facing review later displays inconsistent resort context. The guest services director asks whether the team can proceed if HR coordination verifies banquet assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Proceed with offline HR verification because it preserves the remediation schedule and the assignment record saves successfully.
B. Open all banquet positions to resort operations managers temporarily so they can confirm assignments faster during validation.
C. Narrow the validation set and verify representative banquet assignments in the system before relying on offline confirmation.
D. Stop all housekeeping and banquet testing until every position record across all resorts is rebuilt.

Answer: C

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for banquet assignment behavior. It recognizes schedule pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 69
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 # 70
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. Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
B. Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.
C. Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
D. Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.

Answer: D

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 # 71
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