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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Rules and Workflow	- Business rules configuration - Workflow setup and approvals
Topic 2: Employee Lifecycle Processes	- Hire, rehire, and termination processes - Job changes and transfers
Topic 3: Security and Authorizations	- Role-based permissions - Data access control
Topic 4: Position Management	- Position hierarchy and reporting structure - Integration with Employee Central - Position object configuration
Topic 5: Employee Central Core Configuration	- Data models (Succession Data Model, Corporate Data Model) - Foundation objects - Company structure setup
Topic 6: Employee Central Data Management	- Employment information and job information - Employee master data maintenance

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q76-Q81):

NEW QUESTION # 76
CHALLENGE 3 — Operations Manager Access for Campus Boundaries Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Restrict operations managers from all facilities positions until academic department validation is fully complete.
B. Grant cross-campus access temporarily and rely on post-planning review to identify any inappropriate record visibility.
C. Validate assigned-scope access and target populations with representative operations managers before considering any limited exception.
D. Keep current access unchanged and classify all blocked planning items as evidence that the campus model is secure.

Answer: C

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

NEW QUESTION # 77
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries A compliance manager can access employees in one assigned branch but cannot view an insurance position that belongs to their regulated review scope. Another out-of-scope corporate position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the permission role, target population, and compliance responsibility assignment align for both assigned and out-of-scope records.
B. Whether corporate HR can review the insurance position instead of the compliance manager during remediation.
C. Whether employee import templates should be reloaded before access testing continues.
D. Whether the compliance manager should be given access to all records until the insurance 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 legal entity boundary model.

NEW QUESTION # 78
CHALLENGE 3 — District Manager Access for Municipal Boundaries A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station 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 services can review the mobile repair position instead of the district manager during UAT.
C. Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
D. Whether the district manager should be given access to all records until the mobile repair position list is corrected.

Answer: C

NEW QUESTION # 79
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. Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.
B. Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
C. Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
D. Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.

Answer: C

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 # 80
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A. Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
B. Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
C. Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
D. Create duplicate location records for the new structure so the intended value appears separately in the selection list.

Answer: B

Explanation:
Feedback:
The missing location exists and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely source is a relationship problem in foundation data. Correcting the company-department-location association restores proper filtered availability while preserving governance and the standard process design.

NEW QUESTION # 81
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