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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q197-Q202):

NEW QUESTION # 197
<strong>CHALLENGE 4 — Position Change Routing for Resort Review</strong> A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A. Whether every resort operations manager should be added to all position-change workflows during remediation.
B. Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.
C. Whether the workflow notification text tells users that banquet requests may remain with HR coordination.
D. Whether HR coordination can approve all position changes centrally until seasonal validation begins.

Answer: B

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

NEW QUESTION # 198
<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 HR operations can review the surge-team position instead of the regional manager during SIT.
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 the regional manager should be given access to all records until the surge-team position list is corrected.

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 # 199
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a process where a change to position job classification should update downstream employee eligibility handling before a controlled workforce review. In the web-based UI, HR specialists update the position classification and save successfully. The new classification is visible on the position record, but incumbent employees tied to a subset of those positions do not reflect the expected downstream eligibility change during follow-up validation.
Positions created earlier in the project behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each classification change. The affected records all belong to a newly introduced branch of the position hierarchy added during the latest configuration cycle.
What is the best first action?
Response:

A. Review the dependency between the new hierarchy branch and downstream incumbent alignment, then correct the propagation or binding logic for position classification changes.
B. Recreate the affected positions under an older hierarchy branch so the current downstream behavior matches previously working records.
C. Give managers broader edit access to the related employee eligibility fields so they can repair missing updates directly after position maintenance.
D. Ask HR specialists to update the employee eligibility setting manually after each position classification change in the new hierarchy branch.

Answer: A

Explanation:
Feedback:
The position update itself saves and displays correctly, so the main maintenance action is functioning. The failure appears in the next dependency layer: downstream employee alignment. Because only positions in the newly introduced hierarchy branch are affected, the most likely upstream cause is a propagation or binding dependency between that branch and the downstream employee update logic. Correcting that dependency preserves the position-driven model and restores expected integrated behavior.

NEW QUESTION # 200
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. Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
B. Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
C. Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.
D. Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.

Answer: A

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 # 201
A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A. Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
B. Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.
C. Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.
D. Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.

Answer: B

Explanation:
Feedback:
The shared-position update itself saves and displays correctly, so the primary lifecycle action is functioning. The defect appears in the next layer, where shared-state behavior should alter downstream incumbent-assignment handling. Because only the newly introduced reason group is affected, the most likely root cause is a reason-group-specific configuration dependency controlling enforcement after save.

NEW QUESTION # 202
......

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