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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q33-Q38):

NEW QUESTION # 33
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country global transfer process in the web-based UI before a controlled pilot. Managers can start the transfer action and enter the initial data, but when they reach employment information, one required field appears with the correct label yet resets to its prior value after each save for only the newly enabled country. Other countries retain the edited value correctly.
The customer confirms that the field must remain editable in the standard process because downstream approval routing depends on the final stored value. They do not want a separate country-specific transfer design or a manual follow-up correction step. The issue began after recent country-specific setup changes were introduced into the tenant.
What should the consultant investigate first?
Response:

A. Reload sample employee records from the new country so the transfer action can rebuild the field behavior automatically.
B. Review the country-specific transfer configuration controlling field persistence, then correct the setup dependency causing the value to revert after save.
C. Ask managers to complete the transfer and let HR operations correct the field afterward for employees in the new country.
D. Grant managers broader maintenance permissions so the edited value is stored as a direct data update during the transfer action.

Answer: B

Explanation:
Feedback:
The field is present and editable, which shows the process design includes it correctly. The issue is that the edited value does not persist only for one newly enabled country, which points to a country-specific configuration dependency affecting transfer-time persistence rather than missing access. Correcting that setup restores the intended stored value and preserves the standard process design.

NEW QUESTION # 34
A consultant is validating administrative exports in a web-based SAP SuccessFactors Employee Central environment before a controlled audit cycle. HR operations users can run an employee data export for most populations, but records belonging to one restricted regional group are missing from the output even though those employees are visible in standard profile searches for authorized staff.
The customer wants the monthly export to include that regional group for the approved operations team only, without expanding general access to sensitive employee data outside the audit process. The consultant must correct the issue in a way that supports repeatable export operations and preserves the region’s stricter governance boundary.
Which action should the consultant take first?
Response:

A. Add the restricted regional group to the general HR operations audience so all standard exports automatically include the missing employees.
B. Remove the regional sensitivity setting temporarily during the monthly export window so the records can flow into the file without further configuration changes.
C. Review the export user role and target population scope for the approved audit process, then adjust only the authorized export access for that restricted regional group.
D. Ask the regional HR team to run a separate local export each month and combine the files manually after the audit cycle starts.

Answer: C

Explanation:
Feedback:
The records are visible in standard profile searches for authorized staff, so the underlying employee data exists and is not generally hidden. The failure is tied to the export path for a restricted group, which indicates an authorized-scope mismatch for the specific administrative process. Adjusting only the export role and target population for the approved audit use case restores the missing records while preserving governance boundaries.

NEW QUESTION # 35
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A. Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
B. Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
C. Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
D. Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.

Answer: B

Explanation:
Feedback:
The observable pattern is partial inconsistency tied specifically to recently created positions. That means the overall hiring process works, but certain position records are not supplying the expected downstream values. The correct path is to review the position-level configuration or data completeness that supports inheritance and then correct those records or settings. This maintains the intended operating model and resolves the source dependency.

NEW QUESTION # 36
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for a protected international assignment population. In the web-based UI, HR operations users can search the records, open the correction page, edit the relevant values, and preview the changes. For that protected population only, the final processing step returns a scope message and leaves the records unchanged.
The same users complete the process successfully for all other groups, and HR administrators can process the protected records without issue. The customer wants the operations team to handle this population only for the approved month-end process and does not want broad administrator access copied to them. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A. Review the operations role permissions and target-population scope for the final processing step, then adjust only the approved execution scope required for that protected population.
B. Ask HR administrators to continue processing the protected international assignment population each month while operations users handle all other groups.
C. Temporarily move the protected population into the general operations scope during each month-end cycle and restore the restriction afterward.
D. Copy the HR administrator permissions to the operations team during each month-end cycle so the protected records can be processed without further changes.

Answer: A

Explanation:
Feedback:
The operations users can search, open, edit, and preview the records, so most of the process path already works. The failure occurs only at the final execution layer for one protected population, which indicates a process-level authorization or target-population scope dependency rather than total lack of access. Adjusting only that approved execution scope preserves governance and restores the recurring controlled process.

NEW QUESTION # 37
<strong>CHALLENGE 1 — Terminal Reference Alignment for Maintenance Records</strong> Dockside employees and maintenance planners use the same employee creation process, yet only some maintenance records show unexpected terminal context during review. HR data administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether all workflow notifications for maintenance changes use the same message template.
B. Whether HR data administration can manually override work-area association during the next design meeting.
C. Whether affected records reference terminal or work-area values that were corrected after initial setup.
D. Whether terminal managers can approve maintenance position changes without reviewing employee context.

Answer: C

Explanation:
Feedback:
The scenario suggests a second-order dependency between corrected work-area references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader rework.

NEW QUESTION # 38
......

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