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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q200-Q205):

NEW QUESTION # 200
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. Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.
C. Ask managers in the new population to submit these requests through HR administrators until the routing design can be simplified.
D. Create a separate workflow for the new operating population so the intended review queue is always used for those requests.

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 # 201
<strong>CHALLENGE 2 — Department Position Control for Manager Updates</strong> A department manager can initiate a position update for one clinic department, but a comparable update in a rehabilitation department remains with HR shared services instead of reaching the expected reviewer. HR suggests completing the remaining updates centrally to keep the schedule.
Which response best preserves the value of the validation cycle?
Response:

A. Allow HR shared services to complete the remaining updates centrally because the position records can still be changed.
B. Assign every department manager to all open position updates so that no request remains with HR shared services.
C. Validate position department context and manager responsibility assignments before deciding whether HR completion is appropriate.
D. Stop position-update testing until every department and manager record in the network is manually reviewed.

Answer: C

Explanation:
Feedback:
This option validates the relationship between position context and manager responsibility before accepting a workaround. It preserves evidence about the manager-facing position-control process, which is central to the template cycle.

NEW QUESTION # 202
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A. Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
B. Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.
C. Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.
D. Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.

Answer: C

Explanation:
Feedback:
The workflow starts normally, so the process framework is active. The failure is specific to one newly added business area and appears only at the approver-resolution layer when delegation should apply. That indicates a configuration or rule dependency tied to how delegation is resolved for that area. Correcting the rule restores the intended routing while preserving a shared, maintainable workflow model.

NEW QUESTION # 203
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. Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
B. Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.
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. Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.

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 # 204
A consultant is validating a new-country transfer setup in SAP SuccessFactors Employee Central before a phased rollout. In the public cloud web-based UI, managers can launch the transfer action and complete employee selection, but when they open the employment details section, one required field group is shown in the correct place yet remains non-editable for the new country only.
Other countries allow the same field group to be updated during transfer. The customer confirms that the field group must stay editable because later approval routing depends on the values entered there. They do not want a country-specific manual correction step or a separate transfer design. The issue began after the latest country setup changes were introduced.
What should the consultant investigate first?
Response:

A. Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.
B. Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.
C. Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.
D. Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.

Answer: D

Explanation:
Feedback:
The field group is present, which confirms the section is part of the design. The issue is that it remains non-editable only for one newly enabled country, which points to a country-specific setup dependency affecting behavior within the transfer process. Correcting that configuration restores the required editable state while preserving the standard transfer model.

NEW QUESTION # 205
......

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