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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Weight	Objectives
Security & Workflows	15%	- Notifications & Event Reasoning - Workflow Configuration & Approvals - Role-Based Permissions (RBP)
Data Management & Integration	10%	- Import Tools & Data Migration - Company Structure Overview - Integration with other SuccessFactors Modules
Position Management	25%	- Position Hierarchy & Structure - Position Synchronization with Job Information - Mass Updates & Import/Export
Data Models & Foundation Objects	25%	- Picklists, Business Rules & Event Derivation - Corporate, Succession & Country-Specific Data Models - Metadata Framework (MDF) & Generic Objects
Employee Central Core	25%	- Time & Attendance Integration - Person & Employment Information - Global Assignment & Concurrent Employment

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q170-Q175):

NEW QUESTION # 170
<strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> The remediation team can save an insurance division position change, but the transaction remains with corporate HR administrators instead of reaching the expected compliance reviewer. The project sponsor asks whether HR can verify the change offline to keep the review schedule.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Proceed with offline HR verification because it protects the review schedule and the position change can be saved.
B. Narrow the remediation set and verify representative insurance position changes in the system before relying on offline confirmation.
C. Stop all branch and insurance position testing until every position record is rebuilt.
D. Open all insurance positions to compliance managers temporarily so they can confirm changes faster.

Answer: B

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

NEW QUESTION # 171
<strong>CHALLENGE 2 — Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar’s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

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

Answer: C

NEW QUESTION # 172
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A. Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.
B. Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.
C. Add the intermediate approver to the final approval step so all assignment changes receive review before completion.
D. Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.

Answer: D

Explanation:
Feedback:
The workflow framework is functioning because requests save and reach approval. The breakdown occurs only for a newly introduced classification, which indicates the upstream dependency is the rule or condition that determines whether the intermediate review step is required. Correcting that classification-based logic restores the intended sequence while preserving a maintainable workflow design.

NEW QUESTION # 173
A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A. Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
B. Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
C. Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
D. Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.

Answer: A

Explanation:
Feedback:
The position update itself succeeds and the review-ready state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates employee review eligibility. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

NEW QUESTION # 174
A consultant is supporting a scheduled import of future-dated employee supervisor adjustments in a public cloud SAP SuccessFactors Employee Central tenant before a monthly validation cycle. The file processes correctly for most rows, but a subset completes with warnings and leaves the affected employees unchanged. Those employees already have approved future workflow requests for organizational reassignment in the same effective period.
The customer wants the supervisor adjustment preserved without deleting the approved reassignment requests, because those requests were already validated by regional HR. They also do not want a permanent manual exception path for employees who have approved future changes. The consultant must keep the administrative load repeatable and governance-aligned.
What is the best next step?
Response:

A. Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.
B. Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
C. Adjust the import handling for employees with overlapping approved future changes so the supervisor adjustment fits into the effective-dated timeline without replacing later records.
D. Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.

Answer: C

Explanation:
Feedback:
The warnings are selective and tied to employees with already approved future changes in the same effective period. That indicates a lifecycle and effective-dating dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved timeline preserves validated workflow outcomes and supports a repeatable monthly process.

NEW QUESTION # 175
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