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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core Configuration	- Foundation Objects and organizational structure - Corporate and Country-Specific Data Models - Person, Employment and Job Information objects - Workflow configuration and approvals
Topic 2: Data Management & Transactions	- Import/export tools and validation - Hire, rehire, termination and transfer processes - Event reasons and business rules automation - Concurrent employment and global assignments
Topic 3: Platform Foundations & Permissions	- Metadata Framework (MDF) and picklists - Role-Based Permissions (RBP) configuration - Business Rules Engine and event derivation - Admin Center and system navigation
Topic 4: Position Management	- Company Structure Overview - Position object setup and hierarchy - Integration between Position and Job Information - Mass changes and data import/export

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q189-Q194):

NEW QUESTION # 189
A consultant is testing a new hiring transaction in SAP SuccessFactors Employee Central Core and Position Management in a public cloud tenant. During validation, the transaction stops at save with a message that the selected legal entity cannot be used with the chosen business unit and location combination.
The customer recently loaded updated corporate data through an administrative import and wants the issue fixed before user acceptance testing starts. The same location worked in an older test case last week. The project lead wants the smallest change that restores valid hiring behavior without weakening the customer’s organizational data controls or creating duplicate foundation records.
Which action should the consultant take first?
Response:

A. Remove the business unit field from the hiring transaction so the save validation no longer checks the corporate structure.
B. Grant broader transaction permissions to the recruiting users because save errors often result from role restrictions.
C. Review the imported foundation object relationships and correct the affected legal entity, business unit, and location associations before retesting the transaction.
D. Create a duplicate location record for the legal entity so the hiring transaction can bypass the invalid combination.

Answer: C

Explanation:
Feedback:
The observable artifact is a save-time validation failure tied to organizational combinations. In Employee Central, hiring transactions depend on valid relationships among foundation objects. Because the issue appeared after a corporate data import and the same location previously worked, the most likely root cause is a changed or broken association in the imported foundation data. Correcting those relationships addresses the upstream dependency while preserving controlled organizational design.

NEW QUESTION # 190
A consultant is validating a position-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position’s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A. Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
B. Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
C. Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.
D. Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.

Answer: C

Explanation:
Feedback:
The position update itself saves and displays correctly, so the core position maintenance step is functioning. The breakdown happens in the downstream alignment of incumbent data, and only for records from the new hierarchy expansion. That indicates a second-order integration dependency between hierarchy changes and employee alignment, not a general save failure. Correcting the propagation or binding logic addresses the upstream cause while preserving the position-driven model.

NEW QUESTION # 191
A consultant is supporting a scheduled import of future-dated employee job-profile corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for manager changes in the same effective period.
The customer wants the job-profile corrections preserved without deleting the approved future manager changes, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

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

Answer: D

Explanation:
Feedback:
The warning pattern is selective and tied to employees with approved future workflow changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import or access issue. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the real cause while preserving validated future records and keeping the process repeatable.

NEW QUESTION # 192
<strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> A branch position change routes to the expected compliance operations manager, but a comparable insurance division position change remains with corporate HR administrators. The position records were validated before some responsibility assignments were updated.
Which validation action best distinguishes position responsibility behavior from a general workflow concern?
Response:

A. Test representative branch and insurance position changes against position context and compliance responsibility assignments.
B. Remove business unit context from insurance positions so reviewer determination does not depend on it.
C. Route all insurance position changes directly to corporate HR administrators until the regulated review is complete.
D. Assign every compliance manager to every insurance position change so no request remains pending.

Answer: A

Explanation:
Feedback:
This action tests whether position context and responsibility assignments drive the inconsistent reviewer determination. It avoids assuming that workflow configuration is broadly incorrect.

NEW QUESTION # 193
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary assignment changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the transaction routes directly to the final approver when both a temporary assignment flag and a position-linked change are included.
Other populations with the same combination still pass through the intended intermediate review step. The customer wants to preserve the shared workflow model because separate regional workflows would increase maintenance effort after go-live. The consultant must correct the routing without changing the underlying business process design.
What is the best corrective action?
Response:

A. Review the routing rule or condition precedence for the new regional population, then correct the logic for requests that combine temporary assignment with a position-linked change.
B. Ask managers in the new regional population to submit these requests through HR administrators until the workflow design can be simplified later.
C. Add the intermediate reviewer directly to the final approval step so all affected requests still receive additional oversight.
D. Create a separate regional workflow so requests from the new population always include the intermediate review step.

Answer: A

Explanation:
Feedback:
The workflow framework is functioning because requests save and route. The failure occurs only for one newly added population and only when two conditions are combined. That points to a rule-precedence or routing-condition dependency rather than a missing workflow setup. Correcting the logic addresses the upstream cause while preserving a shared, maintainable workflow design.

NEW QUESTION # 194
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