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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q117-Q122):

NEW QUESTION # 117
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A. Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
B. Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.
C. Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.
D. Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.

Answer: A

Explanation:
Feedback:
The key artifact is that the failure is tied to event reason validity, not general access or record availability. Because only some employees fail and administrators can still edit records, the upstream dependency is most likely the configuration logic that governs when a particular event reason can be used. Reviewing and correcting the event reason assignment or mapping addresses the root cause while preserving the customer’s intended separation of transfer types.

NEW QUESTION # 118
<strong>CHALLENGE 1 — Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A. Whether HR shared services can complete all rehabilitation-center records without manager participation.
B. Whether the affected employee records reference location and department values that were active and aligned when validation began.
C. Whether the workflow notification for rehabilitation-center employees uses the correct message text.
D. Whether department managers should be removed from validation until the template is finalized.

Answer: B

Explanation:
Feedback:
The first step is to test whether the different behavior is caused by the data context used by affected records. The scenario suggests a second-order dependency between refreshed location values and later employee-record behavior.

NEW QUESTION # 119
A consultant is validating a manager-led organizational change process in a public cloud SAP SuccessFactors Employee Central tenant before a controlled regional launch. In the web-based UI, managers can select company and legal entity, but for one newly activated structure the available employee class values are broader than expected and include classes intended for a different operational branch. Other structures display the correct narrowed list.
The transaction still saves, but testers are choosing incorrect combinations because the filtered scope is too wide. HR leadership wants the issue corrected before training because downstream approvals and reporting depend on controlled employee class selection. The customer does not want broader visibility across structures or a separate process for this new rollout group.
What is the best next step?
Response:

A. Review the organizational associations for company, legal entity, and employee class in the new structure, then correct the relationship controlling filtered employee class availability.
B. Broaden employee class visibility for all nearby structures so the same larger list appears consistently during organizational changes.
C. Create duplicate employee class records for the new structure so the intended values appear separately from the other branch.
D. Ask managers to continue with the current list and rely on training instructions to choose the correct employee class during processing.

Answer: A

Explanation:
Feedback:
The issue is not missing values but an over-broad filtered list. Because the behavior is isolated to one newly activated structure, the most likely cause is a misaligned master-data relationship controlling which employee classes should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and approvals.

NEW QUESTION # 120
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. 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.
B. Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.
C. Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.
D. Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.

Answer: A

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 # 121
<strong>CHALLENGE 4 — Transfer Workflow Routing for Plant Review</strong> After a targeted correction to engineering position context, one transfer routes to the expected plant reviewer. Another comparable engineering transfer still remains with corporate HR.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: D

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

NEW QUESTION # 122
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