Updated SAP C_THR81_2605 Practice Questions in PDF Format

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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Topic 2: Position Management	- Integration with Employee Central 1. Business rules for position management 2. Position-to-employee mapping - Position management setup 1. Position hierarchies 2. Position object configuration
Topic 3: Employee Data Management	- Employee lifecycle events 1. Hire, rehire, termination processes 2. Job and compensation changes - Data maintenance 1. Workflow and approvals 2. Personal and employment data
Topic 4: Reporting and Integration	- Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting - Integration concepts 1. API and data integration basics 2. Integration with SAP systems
Topic 5: 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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q131-Q136):

NEW QUESTION # 131
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is supporting an administrative load of position status updates before a planning checkpoint. The import file is accepted, but a subset of rows completes with warnings and leaves the affected positions unchanged. The warning pattern appears only for positions that already have pending workflow-driven updates not yet finalized.
Other rows in the same file update successfully. The customer wants the consultant to preserve the controlled approval process for pending position changes and avoid forcing users to cancel those requests just to finish the import. The solution must support future recurring loads without manual cleanup after each cycle.
What is the best next action?
Response:

A. Remove the affected positions from future import files permanently and require web-based maintenance whenever workflow requests are active.
B. Adjust the import approach for positions with pending workflow-driven updates so the administrative load respects the existing in-process state instead of bypassing it.
C. Load the warning rows under a higher-access administrative role so the import can override the pending workflow state during the checkpoint cycle.
D. Cancel the pending workflow requests for the affected positions, then rerun the import so the unchanged rows can be updated immediately.

Answer: B

Explanation:
Feedback:
The observable artifact is a warning-and-no-change outcome tied specifically to positions with pending workflow-driven updates. That points to a lifecycle dependency, not a generic import defect. Adjusting the import approach to respect the existing in-process state preserves approval governance and creates a repeatable administrative method for future cycles.

NEW QUESTION # 132
CHALLENGE 4 — Position Change Routing for Regional Review A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A. It prevents HR operations from creating employee records for underwriting support employees.
B. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
C. It is less appropriate because workflow routing should always be completed by HR operations in SIT.
D. It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.

Answer: B

Explanation:
Feedback:
The scenario indicates that routing works for some comparable cases, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 133
A consultant is supporting a scheduled import of future-dated employee pay-group corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly reconciliation cycle. The file processes correctly for most employees, but a subset completes with warnings and leaves those records unchanged. The affected employees already have approved future workflow requests for employment-status changes in the same effective period.
The customer wants the pay-group corrections preserved without deleting the already approved status changes, because those requests were validated as part of the monthly operating plan. They also do not want a permanent manual exception process for employees who have approved future changes. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A. Delete the approved future employment-status workflow requests, then rerun the warning rows so the pay-group correction can load without conflict.
B. Retry the warning rows under a broader administrative role so the import can override the approved future workflow state during this cycle.
C. Adjust the import handling for employees with overlapping approved future changes so the pay-group correction fits into the effective-dated timeline without replacing later records.
D. Exclude employees with approved future workflow requests from all future pay-group imports and require HR administrators to maintain those cases manually.

Answer: C

Explanation:
Feedback:
The warning pattern is selective and tied to employees with approved future workflow changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import or authorization issue. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the root cause while preserving validated future records and keeping the process repeatable.

NEW QUESTION # 134
CHALLENGE 3 — Role-Based Access Boundaries for HR Operations Two governance goals compete during testing: HR specialists need enough access to complete assigned validation tasks, while regional employee and position data should remain restricted to the correct operating area.
Which option best handles this governance-versus-governance prioritization?
Response:

A. Prioritize data restriction by removing HR specialist access until regional managers complete their own validation.
B. Keep current permissions unchanged and treat any blocked HR activity as evidence that the configuration is secure.
C. Prioritize validation speed by giving HR specialists cross-region access and tracking any inappropriate use manually.
D. Configure access around intended regional responsibility and use representative users to confirm both task completion and boundary enforcement.

Answer: D

Explanation:
Feedback:
This option balances both governance goals: enabling assigned work and enforcing regional boundaries. It validates the intended model rather than choosing one governance objective to the exclusion of the other.

NEW QUESTION # 135
CHALLENGE 4 — Position Change Routing for Regional Review The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A. Regional managers receive notification emails for some successful claims position changes.
B. Representative position-change tests show that routing follows regional responsibility when employee and position context align.
C. HR operations can approve every pending request before the readiness summary is submitted.
D. The team can manually list which underwriting requests are still pending with HR operations.

Answer: B

Explanation:
Feedback:
This evidence confirms the dependency between source context and reviewer determination. It supports a readiness recommendation based on repeatable system behavior rather than manual completion or status reporting.

NEW QUESTION # 136
......

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