Test C_THR81_2605 Pattern, C_THR81_2605 Exam Syllabus

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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
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
Data Management & Transactions	- Concurrent employment and global assignments - Hire, rehire, termination and transfer processes - Import/export tools and validation - Event reasons and business rules automation
Platform Foundations & Permissions	- Role-Based Permissions (RBP) configuration - Admin Center and system navigation - Metadata Framework (MDF) and picklists - Business Rules Engine and event derivation
Position Management	- Mass changes and data import/export - Position object setup and hierarchy - Integration between Position and Job Information - Company Structure Overview

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C_THR81_2605 Exam Syllabus | Official C_THR81_2605 Practice Test

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q138-Q143):

NEW QUESTION # 138
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. Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
B. Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
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. Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.

Answer: D

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 # 139
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A. Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
B. Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
C. Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
D. Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.

Answer: C

Explanation:
Feedback:
The locations already exist, and the issue is limited to one region after a recent corporate data update. That makes a relationship or association problem in foundation data the most likely root cause. Correcting the relevant organizational associations restores valid selection behavior while keeping locations restricted to the intended combinations.

NEW QUESTION # 140
CHALLENGE 4 — Transfer Workflow Routing for Plant Review A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
B. Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
C. Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
D. Whether every plant manager should be added to all transfer workflows during the hypercare period.

Answer: B

Explanation:
Feedback:
The plant reviewer can approve other changes, so the workflow configuration may not be broadly incorrect. The affected engineering transfer should be traced through employee context, position assignment, and plant responsibility before workflow rules are adjusted.

NEW QUESTION # 141
CHALLENGE 4 — Position Change Routing for District Review After a targeted correction to mobile repair position context, one position change routes to the expected district manager. Another comparable mobile repair change still remains with HR services.
Which next step best avoids a partial-fix trap?
Response:

A. Close workflow validation because at least one corrected mobile repair change reached the expected reviewer.
B. Apply the same position-context correction to every mobile repair record and assume routing will align after refresh.
C. Remove HR services visibility from pending workflow requests so district review becomes the only visible path.
D. Retest representative position-change transactions across affected mobile repair contexts and compare reviewer outcomes.

Answer: D

Explanation:
Feedback:
One successful request does not prove that the correction works across comparable mobile repair contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

NEW QUESTION # 142
CHALLENGE 3 — Regional Manager Access for Claims Boundaries The project team has two access options: maintain strict regional boundaries and leave several valid manager test cases blocked, or grant broad regional visibility and complete all test cases quickly. Which option best supports the SIT objective?
Response:

A. Grant broad visibility for all regional managers because complete test execution is more important than access evidence.
B. Adjust roles and target populations to support assigned manager responsibilities, then retest blocked and out-of-scope records.
C. Maintain strict boundaries without adjustment because blocked access always confirms secure design.
D. Move access validation to a later phase and let HR operations complete all manager-facing test cases.

Answer: B

Explanation:
Feedback:
This option balances two governance needs: enabling valid work and preserving boundary evidence. It directly tests whether configured roles and target populations match the intended operating model.

NEW QUESTION # 143
......

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