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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Position Management	- Position management setup 1. Position hierarchies 2. Position object configuration - Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management
Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
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
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
Reporting and Integration	- Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting - Integration concepts 1. Integration with SAP systems 2. API and data integration basics

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2026 Updated C_THR81_2605: SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Latest Exam Dumps

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q155-Q160):

NEW QUESTION # 155
CHALLENGE 2 — Facilities Position Context for Building Teams 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. Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.
B. Remove campus context from facilities positions so assignment can be completed without campus-based validation.
C. Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.
D. Ask HR administration to complete all facilities assignments centrally until formal validation starts.

Answer: A

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 # 156
A consultant is validating a manager-led organizational change process in a public cloud SAP SuccessFactors Employee Central tenant before a controlled regional launch. In the web-based UI, managers can select company and legal entity, but for one newly activated structure the available employee class values are broader than expected and include classes intended for a different operational branch. Other structures display the correct narrowed list.
The transaction still saves, but testers are choosing incorrect combinations because the filtered scope is too wide. HR leadership wants the issue corrected before training because downstream approvals and reporting depend on controlled employee class selection. The customer does not want broader visibility across structures or a separate process for this new rollout group.
What is the best next step?
Response:

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

Answer: A

Explanation:
Feedback:
The issue is not missing values 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 employee classes should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and approvals.

NEW QUESTION # 157
CHALLENGE 2 — Shared Banquet Position Context for Event Staffing 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. Ask HR coordination to complete all banquet assignments centrally until seasonal validation starts.
D. Remove resort context from banquet positions so assignment can be completed without resort-based validation.

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 # 158
A consultant is supporting a scheduled import of future-dated position attribute corrections in a public cloud SAP SuccessFactors Employee Central and Position Management tenant before a monthly planning review. The file runs successfully for most rows, but a subset completes with warnings and leaves the affected positions unchanged. Those positions already have approved future-dated workflow requests for different attribute changes in the same effective period.
The customer wants the current administrative correction preserved without deleting the approved requests, because the future requests were already validated by the planning team. The monthly load must remain reusable and should not create a permanent manual exception process for positions with pending future changes.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.
B. Adjust the import handling for positions with overlapping future-dated workflow changes so the administrative correction fits the approved lifecycle timeline without replacing later records.
C. Exclude the affected positions from future imports and require HR administrators to maintain those records directly in the web-based UI each month.
D. Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.

Answer: B

Explanation:
Feedback:
The warnings are selective and tied to positions that already have approved future-dated workflow changes in the same period. That indicates a lifecycle and effective-timing dependency rather than a general import defect. Adjusting the import handling so the administrative correction coexists with the approved future timeline resolves the root cause while preserving validated workflow outcomes and supporting repeatable monthly administration.

NEW QUESTION # 159
CHALLENGE 2 — Claims Surge Position Context Across Regions 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. Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
B. Close surge-team validation because one corrected assignment now reviews correctly.
C. Retest representative surge-team assignments across affected regional contexts and compare review outcomes.
D. Apply the same position-reference correction to every surge-team position and assume all manager views will align.

Answer: C

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 # 160
......

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