C_THR81_2605 Test Practice | Trustworthy C_THR81_2605 Exam Content

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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Security & Workflows	15%	- Notifications & Event Reasoning - Workflow Configuration & Approvals - Role-Based Permissions (RBP)
Topic 2: Data Models & Foundation Objects	25%	- Metadata Framework (MDF) & Generic Objects - Corporate, Succession & Country-Specific Data Models - Picklists, Business Rules & Event Derivation
Topic 3: Data Management & Integration	10%	- Company Structure Overview - Integration with other SuccessFactors Modules - Import Tools & Data Migration
Topic 4: Position Management	25%	- Position Hierarchy & Structure - Mass Updates & Import/Export - Position Synchronization with Job Information
Topic 5: Employee Central Core	25%	- Global Assignment & Concurrent Employment - Time & Attendance Integration - Person & Employment Information

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q202-Q207):

NEW QUESTION # 202
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A. Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.
B. Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
C. Build a separate regional workflow so the compliance review step can be forced for that population.
D. Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.

Answer: D

Explanation:
Feedback:
The workflow framework is active because the request saves and starts correctly. The missing step appears only when a combined condition is present and only for one newly added region, which points to a conditional determination problem rather than missing workflow activation. Correcting the rule that inserts the compliance review step addresses the actual dependency while preserving a maintainable shared workflow model.

NEW QUESTION # 203
CHALLENGE 1 — Foundation Data Sequence for Field Workforce Setup The import logs do not show a single rejected file, yet position assignments behave differently depending on which regional values are referenced. The project lead wants to avoid a broad reload unless the second-order cause is clear.
What should the consultant determine first?
Response:

A. Whether HR specialists can edit the employee records directly from the employee profile screen.
B. Whether workflow approvers can manually reroute affected position changes during the next validation cycle.
C. Whether affected position records reference foundation values that were inactive, missing, or created after the import sequence.
D. Whether all regional managers have the same permission role before reviewing imported positions.

Answer: C

Explanation:
Feedback:
The scenario points to a second-order dependency where imported records may save but later behave inconsistently because referenced foundation values were not stable at import time. Confirming that dependency is necessary before choosing a reload, permission change, or workflow adjustment.

NEW QUESTION # 204
CHALLENGE 2 — Shared Maintenance Position Context Across Terminals Maintenance positions are available during assignment, but some assigned maintenance planners show terminal context that does not match the shared maintenance model. Dockside crew assignments behave as expected.
Which validation action best distinguishes maintenance position behavior from a general employee creation concern?
Response:

A. Test representative maintenance position assignments and manager-facing review results against the intended work-area and terminal context.
B. Ask HR data administration to complete all maintenance assignments centrally until configuration testing starts.
C. Convert affected maintenance positions into dockside crew positions so they follow the working dockside assignment pattern.
D. Remove terminal context from maintenance positions so assignment can be completed without terminal-based validation.

Answer: A

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

NEW QUESTION # 205
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

A. Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
B. Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.
C. Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
D. Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.

Answer: A

Explanation:
Feedback:
The issue is not a missing value 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 locations should appear after company and division are selected. Correcting that association restores controlled selection and protects downstream routing and reporting accuracy.

NEW QUESTION # 206
CHALLENGE 2 — Department Position Control for Manager Updates A department manager can initiate a position update for one clinic department, but a comparable update in a rehabilitation department remains with HR shared services instead of reaching the expected reviewer. HR suggests completing the remaining updates centrally to keep the schedule.
Which response best preserves the value of the validation cycle?
Response:

A. Assign every department manager to all open position updates so that no request remains with HR shared services.
B. Allow HR shared services to complete the remaining updates centrally because the position records can still be changed.
C. Validate position department context and manager responsibility assignments before deciding whether HR completion is appropriate.
D. Stop position-update testing until every department and manager record in the network is manually reviewed.

Answer: C

Explanation:
Feedback:
This option validates the relationship between position context and manager responsibility before accepting a workaround. It preserves evidence about the manager-facing position-control process, which is central to the template cycle.

NEW QUESTION # 207
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