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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position object setup and hierarchy - Integration between Position and Job Information - Mass changes and data import/export - Company Structure Overview
Topic 2: 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
Topic 3: Platform Foundations & Permissions	- Admin Center and system navigation - Metadata Framework (MDF) and picklists - Role-Based Permissions (RBP) configuration - Business Rules Engine and event derivation
Topic 4: Employee Central Core Configuration	- Foundation Objects and organizational structure - Person, Employment and Job Information objects - Workflow configuration and approvals - Corporate and Country-Specific Data Models

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q92-Q97):

NEW QUESTION # 92
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A. Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.
B. Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
C. Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
D. Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.

Answer: A

Explanation:
Feedback:
The workflow itself is working because the request saves and routes. The failure is that one employee segment resolves to an outdated approver group, which indicates a determination issue in the rule or routing condition. Correcting that logic addresses the upstream dependency while preserving both historical workflow structures and maintainable future operation.

NEW QUESTION # 93
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A. Export the affected positions, assign them new identifiers, and reload them under a different position type.
B. Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.
C. Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
D. Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.

Answer: C

Explanation:
Feedback:
The key artifact is a state mismatch: approval is complete, yet downstream staffing availability does not follow. Because only positions in the new parent structure are affected, the likely second-order cause is not the approval itself but the binding between hierarchy setup and the next process step. Correcting that dependency repairs the upstream cause without abandoning the position-driven design.

NEW QUESTION # 94
CHALLENGE 2 — Facilities Position Context for Building Teams Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A. Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.
B. Remove campus context from facilities positions so assignment can be completed without campus-based validation.
C. Ask HR administration to complete all facilities assignments centrally until formal validation starts.
D. Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.

Answer: A

Explanation:
Feedback:
This action tests whether facilities position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific building-team model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 95
CHALLENGE 2 — Warehouse Position Context for Shift Lead Assignments A warehouse assignment can be saved, but the manager-facing review later displays inconsistent district context. The sponsor asks whether the team can proceed if HR operations verifies warehouse assignments offline.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Narrow the rehearsal scope and validate representative warehouse assignments in the system before relying on offline confirmation.
B. Stop all store and warehouse testing until every position record across the company is rebuilt.
C. Proceed with offline HR verification because it preserves the rehearsal schedule and the assignment record saves successfully.
D. Open all warehouse positions to district managers temporarily so they can confirm assignments faster during final testing.

Answer: A

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for warehouse assignment behavior. It recognizes schedule pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 96
CHALLENGE 1 — Engineering Department References for Transfer Records Production transfers and engineering-center transfers use the same employee update process, yet only some engineering-center records show incorrect plant context after review. Corporate HR wants to avoid broad reprocessing unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether plant managers can approve engineering transfers without reviewing employee position context.
B. Whether corporate HR analysts can manually override plant association during the weekly planning cycle.
C. Whether all workflow notifications for engineering transfers use the same message template.
D. Whether affected records reference plant or engineering department values adjusted during final cutover preparation.

Answer: D

Explanation:
Feedback:
The scenario suggests a second-order dependency between adjusted department references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader reprocessing.

NEW QUESTION # 97
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