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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core Configuration	- Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts - Employee master data management 1. Personal data and employment records 2. Job information and employment details
Topic 2: Position Management	- Position lifecycle processes 1. Position creation and maintenance 2. Position hierarchy and reporting structure - Position model configuration 1. Position object structure and relationships 2. Position-to-job and organizational alignment
Topic 3: Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Recruiting Management 2. Integration with Payroll and Time Management (overview) - MDF framework configuration 1. Object definition and associations 2. Rules and business logic configuration
Topic 4: Business Processes in SuccessFactors Employee Central	- Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow - Job changes and lifecycle events 1. Workflow and approval processes 2. Transfers, promotions, and compensation changes

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q45-Q50):

NEW QUESTION # 45
CHALLENGE 3 — Role-Based Access Boundaries for HR Operations Support tickets increase because some HR specialists cannot view records they believe they need for validation. A project coordinator suggests temporarily assigning a broader HR role to all regional HR users until testing is complete.
What is the best configuration decision?
Response:

A. Defer permission validation until after position and workflow testing are fully complete.
B. Adjust target populations and role assignments based on the intended regional responsibilities, then retest with representative HR users.
C. Use broad temporary access because the environment is still preproduction and validation speed is the immediate priority.
D. Remove regional restrictions from employee records and rely on workflow approvals to control inappropriate changes.

Answer: B

Explanation:
Feedback:
This option keeps access aligned with the regional operating model while allowing valid HR testing to continue. It addresses the governance-sensitive permission structure directly rather than masking it with broad access.

NEW QUESTION # 46
CHALLENGE 3 — District Manager Access for Store Cluster Boundaries District managers request temporary access to all store and warehouse positions so they can help clear open rehearsal items before final manager testing. The HR governance owner wants district-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Keep current access unchanged and classify all blocked rehearsal items as evidence that the district model is secure.
B. Validate assigned-cluster access and target populations with representative district managers before considering any limited exception.
C. Restrict district managers from all warehouse positions until store manager testing is fully complete.
D. Grant cross-district access temporarily and rely on post-rehearsal review to identify any inappropriate record visibility.

Answer: B

Explanation:
Feedback:
This approach supports valid rehearsal participation while preserving district-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 47
CHALLENGE 2 — Warehouse Position Context for Shift Lead Assignments A warehouse assignment can be saved, but the manager-facing review later displays inconsistent district context. The sponsor asks whether the team can proceed if HR operations verifies warehouse assignments offline.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Open all warehouse positions to district managers temporarily so they can confirm assignments faster during final testing.
B. Stop all store and warehouse testing until every position record across the company is rebuilt.
C. Narrow the rehearsal scope and validate representative warehouse assignments in the system before relying on offline confirmation.
D. Proceed with offline HR verification because it preserves the rehearsal schedule and the assignment record saves successfully.

Answer: C

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for warehouse assignment behavior. It recognizes schedule pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 48
CHALLENGE 1 — Engineering Department References for Transfer Records Production transfers and engineering-center transfers use the same employee update process, yet only some engineering-center records show incorrect plant context after review. Corporate HR wants to avoid broad reprocessing unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether affected records reference plant or engineering department values adjusted during final cutover preparation.
B. Whether plant managers can approve engineering transfers without reviewing employee position context.
C. Whether corporate HR analysts can manually override plant association during the weekly planning cycle.
D. Whether all workflow notifications for engineering transfers use the same message template.

Answer: A

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

NEW QUESTION # 49
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a temporary position suspension process before a quarterly workforce review. In the web-based UI, HR specialists can set selected positions to a suspended status and save successfully. The new status is visible on the position record, but for a subset of suspended positions the expected restriction on downstream assignment actions does not apply, and users can still initiate follow-on staffing activity.
Earlier positions in the tenant behave correctly. The customer confirms the affected positions were all created under a newly introduced position group used for seasonal roles and wants to keep that design because planning reports depend on it. The consultant must correct the issue without requiring manual monitoring of every suspended position.
What is the best first action?
Response:

A. Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.
B. Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.
C. Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.
D. Recreate the affected positions under an older position group so the existing suspension behavior applies again.

Answer: A

Explanation:
Feedback:
The status update itself saves and is visible, so the initial position action is functioning. The breakdown appears in the next layer, where suspension should restrict downstream staffing behavior. Because only the newly introduced position group is affected, the most likely cause is a group-specific lifecycle dependency controlling enforcement after save. Correcting that configuration restores the intended control without abandoning the new reporting design.

NEW QUESTION # 50
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