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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Reporting and Integration	- Integration concepts 1. Integration with SAP systems 2. API and data integration basics - Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting
Topic 2: Position Management	- Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management - Position management setup 1. Position hierarchies 2. Position object configuration
Topic 3: SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Job structure 2. Company structure - Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics
Topic 4: Employee Data Management	- Data maintenance 1. Workflow and approvals 2. Personal and employment data - Employee lifecycle events 1. Hire, rehire, termination processes 2. Job and compensation changes
Topic 5: Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations

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SAP C_THR81_2605 Test Papers & Instant C_THR81_2605 Access

The SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81_2605 certification is a valuable credential earned by individuals to validate their skills and competence to perform certain job tasks. Your SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81_2605 certification is usually displayed as proof that you’ve been trained, educated, and prepared to meet the specific requirement for your professional role. The SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81_2605 Certification enables you to move ahead in your career later.

SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q206-Q211):

NEW QUESTION # 206
A consultant is validating a newly enabled internal transfer process in SAP SuccessFactors Employee Central before a controlled rollout. In the public cloud web-based UI, managers can start the transfer and complete the first steps, but for one new country combination the employment details section keeps one required field editable until validation, then turns it read-only before submission. Other country combinations keep the field editable throughout the process.
The customer confirms the field must remain editable because the final value drives downstream approval routing and reporting. They do not want a country-specific transfer variant or a manual correction step after submission. The issue appeared after recent country-specific setup adjustments were introduced for the rollout.
What should the consultant investigate first?
Response:

A. Grant managers broader employee-maintenance permissions so the field remains editable during the final stage of transfer processing.
B. Review the country-specific transfer setup controlling editability across the action sequence, then correct the dependency that changes the field to read-only before submission.
C. Ask managers to complete the transfer and let HR operations correct the field afterward for the affected country combination.
D. Reload sample employee records from the affected countries so the transfer process rebuilds the field behavior automatically.

Answer: B

Explanation:
Feedback:
The field is available and editable early in the action, so the process design includes it correctly. The failure is that editability changes only for one country combination at a later validation point, which points to a country-specific setup dependency controlling behavior across the transfer sequence. Correcting that configuration addresses the root cause while preserving the standard transfer model.

NEW QUESTION # 207
A consultant is supporting a scheduled import of future-dated employee supervisor adjustments in a public cloud SAP SuccessFactors Employee Central tenant before a monthly validation cycle. The file processes correctly for most rows, but a subset completes with warnings and leaves the affected employees unchanged. Those employees already have approved future workflow requests for organizational reassignment in the same effective period.
The customer wants the supervisor adjustment preserved without deleting the approved reassignment requests, because those requests were already validated by regional HR. They also do not want a permanent manual exception path for employees who have approved future changes. The consultant must keep the administrative load repeatable and governance-aligned.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
B. Adjust the import handling for employees with overlapping approved future changes so the supervisor adjustment fits into the effective-dated timeline without replacing later records.
C. Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.
D. Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.

Answer: B

Explanation:
Feedback:
The warnings are selective and tied to employees with already approved future changes in the same effective period. That indicates a lifecycle and effective-dating dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved timeline preserves validated workflow outcomes and supports a repeatable monthly process.

NEW QUESTION # 208
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A. Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.
B. Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.
C. Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.
D. Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.

Answer: A

Explanation:
Feedback:
The visible symptom is a missing position block for managers, but the second reasoning layer is authorization scope, not object existence. HR administrators can see the block, which confirms the block and position-related configuration are active. The likely upstream dependency is that the manager role lacks either the required position permissions, the correct target population, or both. Adjusting only the manager scope preserves governance and restores access only where the reporting relationship allows it.

NEW QUESTION # 209
A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A. Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.
B. Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
C. Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.
D. Remove the field from the hiring process so new records can be created without interruption and restore it later.

Answer: A

Explanation:
Feedback:
The issue affects new hires only, while existing records remain valid. That points to a setup dependency in the hire process rather than a general data availability problem. Since the issue started after recent organizational configuration changes, the consultant should investigate the configuration path that determines default values during record creation. This addresses the root cause and maintains standardized entry without manual workaround.

NEW QUESTION # 210
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. Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.
B. 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.
C. Exclude employees with approved future workflow requests from all future job-profile imports and require HR administrators to maintain those cases manually.
D. Delete the approved future manager-change workflow requests, then rerun the warning rows so the job-profile correction can load without conflict.

Answer: B

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 # 211
......

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