2026 SAP C_THR81_2605: SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)–The Best Valid Exam Tutorial

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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q86-Q91):

NEW QUESTION # 86
<strong>CHALLENGE 2 — Shared Banquet Position Context for Event Staffing</strong> Banquet positions are available during assignment, but some assigned banquet coordinators show resort context that does not match the shared event staffing model. Housekeeping assignments behave as expected.
Which validation action best distinguishes banquet position behavior from a general employee creation concern?
Response:

A. Convert affected banquet positions into housekeeping positions so they follow the working housekeeping assignment pattern.
B. Test representative banquet position assignments and manager-facing review results against the intended department and resort context.
C. Remove resort context from banquet positions so assignment can be completed without resort-based validation.
D. Ask HR coordination to complete all banquet assignments centrally until seasonal validation starts.

Answer: B

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

NEW QUESTION # 87
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. Review the country-specific transfer configuration controlling field persistence, then correct the setup dependency causing the value to revert after save.
B. Ask managers to complete the transfer and let HR operations correct the field afterward for employees in the new country.
C. Reload sample employee records from the new country so the transfer action can rebuild the field behavior automatically.
D. Grant managers broader maintenance permissions so the edited value is stored as a direct data update during the transfer action.

Answer: A

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 # 88
A consultant is validating a position-based readiness process before a succession planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A. Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
B. Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
C. Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.
D. Review the dependency between the new regional segment and downstream planning-eligibility propagation, then correct the configuration or binding controlling the linked employee update.

Answer: D

Explanation:
Feedback:
The position update itself succeeds and the new readiness state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced regional segment. That indicates a second-order integration dependency between segment-specific setup and the propagation logic that updates planning eligibility. Correcting that dependency restores the intended end-to-end behavior while preserving the position-driven model.

NEW QUESTION # 89
<strong>CHALLENGE 1 — Engineering Department References for Transfer Records</strong> During hypercare, most transfer-related employee updates process successfully, but selected engineering-center employees show an unexpected plant association in manager-facing review. Engineering department values were adjusted during final cutover preparation.
Which action best supports a controlled stabilization path?
Response:

A. Reprocess all transfer-related employee and position records because any final cutover department adjustment invalidates the live dataset.
B. Continue active transfer processing because the employee updates saved and the plant association can be reviewed later.
C. Give plant managers access to all engineering employee records so they can review and correct the plant association manually.
D. Compare affected records against active plant and engineering department values, then correct only records with confirmed dependency impact.

Answer: D

Explanation:
Feedback:
This option validates the relationship between adjusted department values and affected transfer records before deciding correction scope. It supports hypercare stabilization without assuming the entire live dataset requires reprocessing.

NEW QUESTION # 90
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A. Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
B. Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.
C. Export the affected positions, assign them new identifiers, and reload them under a different position type.
D. Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.

Answer: D

Explanation:
Feedback:
The key artifact is a state mismatch: approval is complete, yet downstream staffing availability does not follow. Because only positions in the new parent structure are affected, the likely second-order cause is not the approval itself but the binding between hierarchy setup and the next process step. Correcting that dependency repairs the upstream cause without abandoning the position-driven design.

NEW QUESTION # 91
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