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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Data Management	- Employment Information 1. Job Information and Compensation Information 2. Personal and Employment Records
Topic 2: Security and Permissions	- Role-Based Permissions 1. Permission Groups and Roles 2. Field-Level Security
Topic 3: Reporting and Integration	- Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts - Reporting Tools 1. Stories and Analytics Overview 2. Ad Hoc Reports
Topic 4: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Topic 5: Employee Central Core	- Foundation Objects 1. Legal Entity and Organizational Structures 2. Generic Objects (MDF basics) - Data Models 1. HRIS Elements Configuration 2. Succession Data Model Overview
Topic 6: Position Management	- Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping - Position Control Settings 1. Position Management Enablement 2. Integration with Employee Central

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q101-Q106):

NEW QUESTION # 101
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a controlled process where approved vacant positions should become available for staffing preparation. In the web-based environment, position approval completes successfully and the status appears updated, but a subset of approved positions still does not appear in the next staffing-related step.
Positions created earlier in the project behave correctly. The affected records were all loaded during a recent hierarchy expansion and share the same new parent structure. The customer wants the consultant to preserve the position-driven operating model and avoid recreating large numbers of positions before the next test cycle.
What is the best action to take first?
Response:

A. Recreate the newly expanded hierarchy with simplified parent structures so future positions inherit a cleaner setup automatically.
B. Review the dependency between approved position status and downstream staffing availability for the newly expanded hierarchy, then correct the configuration or binding that is not resolving for those positions.
C. Allow staffing users to create requests without selecting positions until the expanded hierarchy can be rebuilt after testing.
D. Give staffing users broader search visibility so the approved positions appear even if the downstream readiness state is not fully aligned.

Answer: B

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 # 102
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. Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
B. Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
C. Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
D. 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.

Answer: D

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 # 103
<strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A. Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
B. Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
C. Close position responsibility validation because one corrected request reached the expected compliance reviewer.
D. Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.

Answer: B

Explanation:
Feedback:
One successful correction does not prove that the responsibility pattern is stable across comparable insurance contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 104
<strong>CHALLENGE 4 — Position Change Routing for Regional Review</strong> A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
B. It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.
C. It prevents HR operations from creating employee records for underwriting support employees.
D. It is less appropriate because workflow routing should always be completed by HR operations in SIT.

Answer: A

Explanation:
Feedback:
The scenario indicates that routing works for some comparable cases, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 105
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-primary-role process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee segment the expected post-save update to the employee’s regular shift indicator does not occur. The same action updates that indicator correctly for existing segments.
HR operations wants to keep one standardized return process across the tenant and does not want to maintain the shift indicator manually after each approved request. The issue began after the new segment was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process into segment-specific variants.
What should the consultant investigate first?
Response:

A. Give managers direct edit access to the regular shift indicator so they can complete the missing update during the same transaction.
B. Reclassify affected employees temporarily into an older segment so the existing return process can be reused without further setup changes.
C. Review the post-save derivation or action configuration for the new segment, then correct the dependency controlling the regular shift indicator update.
D. Ask HR operations to update the regular shift indicator manually for the new segment until the pilot period is complete.

Answer: C

Explanation:
Feedback:
The action itself saves and completes, so the main transaction path is functioning. The failure is limited to one newly enabled employee category and affects only a post-save employee-data outcome. That points to a category-specific derivation or transaction dependency rather than a general execution problem. Correcting that setup restores the intended automated update while preserving a single standardized process.

NEW QUESTION # 106
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