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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q129-Q134):

NEW QUESTION # 129
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A. Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
B. Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
C. Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.
D. Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.

Answer: C

Explanation:
Feedback:
The observable artifact is a missing default value for only one newly enabled country, while the field itself is present and the hire flow remains active. That points to a country-specific setup dependency rather than a broad permission issue or missing field design. Correcting the configuration that drives defaulting during hire creation resolves the upstream cause and preserves the standardized hiring process.

NEW QUESTION # 130
<strong>CHALLENGE 2 — Claims Surge Position Context Across Regions</strong> The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A. Apply the same position-reference correction to every surge-team position and assume all manager views will align.
B. Retest representative surge-team assignments across affected regional contexts and compare review outcomes.
C. Close surge-team validation because one corrected assignment now reviews correctly.
D. Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.

Answer: B

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

NEW QUESTION # 131
A consultant is validating a manager-led organizational reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly activated operating structure the department list includes valid-looking departments from a neighboring structure. The process remains usable, but testers are choosing incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed department set. The customer wants the issue fixed without broadening department visibility across unrelated structures and without creating a separate reassignment design for the new rollout group. Reporting integrity and approval routing depend on correct department selection.
What is the best next step?
Response:

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

Answer: B

Explanation:
Feedback:
The issue is not that departments are missing; the filtered list is too broad. Because the behavior is isolated to one newly activated structure, the most likely source is a misaligned foundation-data relationship controlling which departments should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and routing accuracy.

NEW QUESTION # 132
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A. Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.
B. Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.
C. Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.
D. Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.

Answer: A

Explanation:
Feedback:
The workflow engine is active because requests save and route. The incorrect routing occurs only when two conditions interact and only for one newly added region. That points to a conditional precedence or routing-rule dependency, not a missing workflow structure. Correcting the rule logic addresses the actual cause while preserving a shared maintainable workflow model.

NEW QUESTION # 133
<strong>CHALLENGE 2 — Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar’s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Open all facilities positions to operations managers temporarily so they can confirm assignments faster during validation.
B. Narrow the validation set and verify representative facilities assignments in the system before relying on offline confirmation.
C. Proceed with offline HR verification because it preserves the planning schedule and the assignment record saves successfully.
D. Stop all academic and facilities testing until every position record across the university is rebuilt.

Answer: B

NEW QUESTION # 134
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