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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q78-Q83):

NEW QUESTION # 78
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position retirement process before a year-end structure cleanup. In the web-based UI, HR specialists can mark selected positions as retired and save successfully. The retired status is visible on the position record, but for a subset of those positions the expected restriction on future occupancy planning does not take effect, and planners can still include them in next-cycle planning selections.
Older retired positions behave correctly. The customer confirms the affected records belong to a newly introduced position classification used for project-based roles and wants to keep that classification because reporting depends on it. The consultant must restore the expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A. Recreate the affected positions under an older classification so the existing retirement behavior applies immediately.
B. Ask planners to maintain a manual list of retired project-role positions and remove them from planning selections before each cycle.
C. Give planners broader permissions so they can decide case by case whether retired positions should remain selectable during planning.
D. Review the dependency between the new position classification and retirement-state enforcement, then correct the configuration controlling future occupancy planning restrictions after save.

Answer: D

Explanation:
Feedback:
The retirement action itself succeeds and the retired state is stored, so the primary lifecycle update is functioning. The defect appears in the next layer, where retired positions should stop participating in future occupancy planning. Because only the newly introduced classification is affected, the most likely root cause is a classification-specific configuration dependency controlling downstream enforcement after save.

NEW QUESTION # 79
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A. Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
B. Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
C. Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
D. Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.

Answer: D

Explanation:
Feedback:
The workflow itself is working because the request saves and routes. The failure is that one employee segment resolves to an outdated approver group, which indicates a determination issue in the rule or routing condition. Correcting that logic addresses the upstream dependency while preserving both historical workflow structures and maintainable future operation.

NEW QUESTION # 80
<strong>CHALLENGE 3 — Regional Manager Access for Claims Boundaries</strong> 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 regional manager should be given access to all records until the surge-team position list is corrected.
B. Whether the permission role, target population, and regional responsibility assignment align for both assigned and unassigned records.
C. Whether the employee creation import should be reloaded before any access testing continues.
D. Whether HR operations can review the surge-team position instead of the regional manager during SIT.

Answer: B

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 # 81
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A. Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.
B. Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
C. Create a separate workflow for the new business population so the escalation review step is always included for those requests.
D. Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.

Answer: B

Explanation:
Feedback:
The workflow itself is active because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a rule-precedence or conditional routing dependency rather than a missing workflow setup. Correcting the logic resolves the upstream cause while keeping the shared workflow model maintainable.

NEW QUESTION # 82
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary work-arrangement changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes to a general approval step instead of the intended review queue whenever both a temporary end date and a position-related organizational change are present.
Existing populations with the same combination still use the intended review queue. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the broader process.
What is the best corrective action?
Response:

A. Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-related organizational change.
B. Ask managers in the new population to submit these requests through HR administrators until the routing design can be simplified.
C. Create a separate workflow for the new operating population so the intended review queue is always used for those requests.
D. Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.

Answer: A

Explanation:
Feedback:
The workflow engine is active because requests save and route. The issue appears only when two conditions interact and only for one newly added population, which indicates a rule-precedence or condition-resolution problem rather than missing workflow activation. Correcting that logic addresses the upstream cause and preserves the shared workflow model.

NEW QUESTION # 83
......

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