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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Transfers, promotions, and compensation changes 2. Workflow and approval processes - Hiring and onboarding processes 1. Onboarding data flow 2. Recruit-to-hire integration concepts
Topic 2: Employee Central Core Configuration	- Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts - Employee master data management 1. Job information and employment details 2. Personal data and employment records
Topic 3: Configuration and Integration	- MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations - Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management
Topic 4: Position Management	- Position model configuration 1. Position object structure and relationships 2. Position-to-job and organizational alignment - Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q164-Q169):

NEW QUESTION # 164
A consultant is supporting a scheduled administrative load of future-dated employee assignment corrections in a public cloud SAP SuccessFactors Employee Central tenant. The import finishes with mixed results: many rows post successfully, but a subset is skipped because the target employees already have approved changes for an overlapping future period.
Current data remains intact, and no broad system error is shown in the web-based environment. The customer wants the current administrative correction preserved without deleting the already approved future records, because those future changes were part of a signed regional planning cycle. The monthly load must remain reusable without creating a permanent manual exception path for the affected employees.
What is the best next step?
Response:

A. Retry the skipped rows with broader administrative access so the import can override the future-dated conflict during this monthly cycle.
B. Exclude the affected employees from all future imports and require HR administrators to maintain those cases directly in the web-based UI.
C. Delete the overlapping approved future records, then rerun the skipped rows so the current administrative correction can be loaded without conflict.
D. Adjust the import handling for employees with overlapping future-dated changes so the current correction fits the approved timeline without replacing later records.

Answer: D

Explanation:
Feedback:
The import is not failing globally, which shows the file and process path are broadly valid. The skipped rows are linked to employees with overlapping approved future changes, which indicates a lifecycle and effective-dating dependency rather than bad file structure or missing access. Adjusting the import handling so the correction coexists with the approved timeline resolves the root cause while preserving both current and future data integrity.

NEW QUESTION # 165
A consultant is supporting a scheduled public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:

A. Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.
B. Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
C. Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.
D. Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.

Answer: A

Explanation:
Feedback:
The warning pattern is tied to employees already involved in active workflow-driven changes, which signals a lifecycle coordination issue rather than a generic import defect. The correct approach is to adapt the administrative load so it respects the current process state. That preserves governance, supports a repeatable monthly process, and avoids forcing operations into exception-only manual maintenance.

NEW QUESTION # 166
<strong>CHALLENGE 1 — District Reference Alignment for Repair Lead Records</strong> During UAT, most employee records can be created successfully, but selected mobile repair lead records show a facility association that does not match the expected district context. Several field service zone values were updated after the early configuration cycle.
Which action best supports a controlled UAT decision?
Response:

A. Compare affected records against active district, facility, and field service zone values, then correct only records with confirmed dependency impact.
B. Continue broader validation because the employee records save successfully and the associations can be reviewed after the next test cycle starts.
C. Give district managers access to all mobile repair records so they can manually review and correct facility associations.
D. Rework all district, facility, employee, and position records because any post-configuration field service zone update invalidates the UAT cycle.

Answer: A

Explanation:
Feedback:
This option validates the dependency between updated field service zone values and affected employee records before deciding correction scope. It supports UAT readiness without assuming the entire configuration population is invalid.

NEW QUESTION # 167
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
B. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.
C. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
D. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.

Answer: B

Explanation:
Feedback:
The transaction itself saves, and the issue is limited to one newly added business unit. That means the core process is functioning, but the derivation dependency for that organizational scope is incomplete or misaligned. Reviewing and correcting the transaction setup for the new business unit addresses the root cause and preserves standardized processing.

NEW QUESTION # 168
<strong>CHALLENGE 2 — Facilities Position Context for Building Teams</strong> 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. Remove campus context from facilities positions so assignment can be completed without campus-based validation.
B. Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.
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: B

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 # 169
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