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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Transfers, promotions, and compensation changes 2. Workflow and approval processes - Hiring and onboarding processes 1. Onboarding data flow 2. Recruit-to-hire integration concepts
Topic 2: Configuration and Integration	- MDF framework configuration 1. Object definition and associations 2. Rules and business logic configuration - Integration with SAP SuccessFactors modules 1. Integration with Recruiting Management 2. Integration with Payroll and Time Management (overview)
Topic 3: Employee Central Core Configuration	- Employee master data management 1. Job information and employment details 2. Personal data and employment records - Data models and foundation objects 1. Corporate data model and configuration concepts 2. Foundation objects and generic objects (MDF)
Topic 4: Position Management	- Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q175-Q180):

NEW QUESTION # 175
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee organizational corrections before a monthly reconciliation cycle. The file runs in the web-based environment and reports successful completion, but several rows are processed with warnings and leave the target values unchanged. The affected employees all have pending future organizational moves already recorded for a later effective date. Other employees in the same file update correctly.
The customer wants the current corrections loaded without deleting or changing the approved future moves, and they do not want a separate manual exception process each month. The consultant must choose an action that preserves timeline integrity and keeps the administrative load repeatable.
What is the best next step?
Response:

A. Delete the pending future organizational moves for the affected employees, then rerun the warning rows so the current corrections can load cleanly.
B. Route the warning rows to HR administrators for manual correction each month and keep those employees out of future import files.
C. Retry the warning rows under a higher-access role so the import can override the future organizational state for the current cycle.
D. Adjust the import handling for employees with future-dated organizational moves so the current correction can coexist with the existing approved timeline.

Answer: D

Explanation:
Feedback:
The warning pattern is selective and tied to employees with already approved future-dated moves. That indicates a timeline dependency, not a broad import defect. The correct action is to align the current correction with the existing approved future record sequence so both can coexist. This preserves timeline integrity and supports repeatable monthly administration.

NEW QUESTION # 176
<strong>CHALLENGE 3 — Regional Manager Access for Claims Boundaries</strong> Regional claims managers request broader visibility across claims, underwriting support, and surge-team positions so they can help clear open SIT items. The HR governance owner wants regional access boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Validate assigned-scope access and target populations with representative regional managers before considering any limited exception.
B. Grant cross-region access temporarily and rely on post-SIT review to identify any inappropriate record visibility.
C. Restrict regional managers from all underwriting and surge-team positions until standard claims validation is complete.
D. Keep current access unchanged and classify all blocked SIT items as evidence that the regional model is secure.

Answer: A

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

NEW QUESTION # 177
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

A. Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.
B. Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.
C. Adjust the import handling for employees with overlapping approved future changes so the standard-hours correction fits into the effective-dated timeline without replacing later records.
D. Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.

Answer: C

Explanation:
Feedback:
The warning pattern is selective and tied to employees with already approved future changes in the same time period. That indicates an effective-dating and lifecycle dependency rather than a general import problem. Adjusting the import handling so the correction coexists with the approved future timeline addresses the root cause while preserving validated future records and keeping the process reusable.

NEW QUESTION # 178
A consultant is loading position updates into a public cloud SAP SuccessFactors Employee Central tenant before a scheduled workforce planning review. The import completes with mixed results: some records update, but many fail because parent position references are invalid. The customer wants the upload corrected quickly, yet they also want to avoid breaking existing reporting relationships or manually editing large volumes in the web UI.
A review shows that the failed records are mostly new child positions whose parent positions were included in the same file but appear later in the sequence. The consultant must choose a fix that restores consistency with the least operational risk.
Which action is the best next step?
Response:

A. Disable hierarchy validation for the import cycle so the system accepts all position updates in one pass.
B. Remove the parent position column from the file so all records load, then rebuild the hierarchy manually after the planning review.
C. Retry the same file with administrator access because import failures involving hierarchy fields are often permission-related.
D. Split the load so parent positions are created or updated first, then load dependent child positions after the hierarchy references are valid.

Answer: D

Explanation:
Feedback:
The failure pattern points to sequencing, not missing authorization or defective position design. Child positions depend on valid existing parent references at load time. When parent records appear later in the same file, the import can partially process the file yet still reject dependent rows. Splitting the load by dependency order fixes the upstream prerequisite and protects reporting structure integrity.

NEW QUESTION # 179
<strong>CHALLENGE 1 — Business Unit References for Insurance Employee Records</strong> A remediation tester finds that affected insurance employee records reference business unit values adjusted after their related position records were first validated. Comparable branch records reference unchanged values and review correctly.
Which validation sequence is most appropriate?
Response:

A. Copy branch business unit values into affected insurance records because branch records review correctly.
B. Expand compliance manager access first so all affected records can be reviewed without checking references.
C. Validate affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
D. Change compliance workflow routing first because the affected requests remain with corporate HR administrators.

Answer: C

Explanation:
Feedback:
This sequence follows the dependency from business unit references to employee and position context before selecting a correction approach. It avoids treating routing or visibility as the first remediation layer.

NEW QUESTION # 180
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