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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q118-Q123):

NEW QUESTION # 118
A consultant is testing a new hiring transaction in SAP SuccessFactors Employee Central Core and Position Management in a public cloud tenant. During validation, the transaction stops at save with a message that the selected legal entity cannot be used with the chosen business unit and location combination.
The customer recently loaded updated corporate data through an administrative import and wants the issue fixed before user acceptance testing starts. The same location worked in an older test case last week. The project lead wants the smallest change that restores valid hiring behavior without weakening the customer’s organizational data controls or creating duplicate foundation records.
Which action should the consultant take first?
Response:

A. Create a duplicate location record for the legal entity so the hiring transaction can bypass the invalid combination.
B. Grant broader transaction permissions to the recruiting users because save errors often result from role restrictions.
C. Remove the business unit field from the hiring transaction so the save validation no longer checks the corporate structure.
D. Review the imported foundation object relationships and correct the affected legal entity, business unit, and location associations before retesting the transaction.

Answer: D

Explanation:
Feedback:
The observable artifact is a save-time validation failure tied to organizational combinations. In Employee Central, hiring transactions depend on valid relationships among foundation objects. Because the issue appeared after a corporate data import and the same location previously worked, the most likely root cause is a changed or broken association in the imported foundation data. Correcting those relationships addresses the upstream dependency while preserving controlled organizational design.

NEW QUESTION # 119
<strong>CHALLENGE 2 — Position Assignment Visibility Across Regional Teams</strong> The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Allow managers to view all positions during testing, then restore regional filtering before production preparation.
B. Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
C. Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
D. Delay all testing until every employee and position record across the full company is reloaded and reviewed.

Answer: B

Explanation:
Feedback:
This option preserves governance boundaries while still allowing controlled progress through representative validation. It recognizes that schedule pressure cannot justify bypassing manager-facing visibility behavior that is central to the rollout.

NEW QUESTION # 120
<strong>CHALLENGE 3 — District Manager Access for Store Cluster Boundaries</strong> A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

A. Whether HR operations can review the warehouse position instead of the district manager during final testing.
B. Whether the employee import template should be reloaded before any access testing continues.
C. Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
D. Whether the district manager should be given access to all records until the warehouse position list is corrected.

Answer: C

Explanation:
Feedback:
The behavior affects both missing valid access and visible out-of-scope access, so the role, target population, and responsibility assignment need to be evaluated together. This directly tests the access boundary model.

NEW QUESTION # 121
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. Recreate the affected positions under an older position group so the existing suspension behavior applies again.
B. Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.
C. Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.
D. Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.

Answer: C

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 # 122
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a controlled process where approved vacant positions should become available for staffing preparation. In the web-based environment, position approval completes successfully and the status appears updated, but a subset of approved positions still does not appear in the next staffing-related step.
Positions created earlier in the project behave correctly. The affected records were all loaded during a recent hierarchy expansion and share the same new parent structure. The customer wants the consultant to preserve the position-driven operating model and avoid recreating large numbers of positions before the next test cycle.
What is the best action to take first?
Response:

A. Allow staffing users to create requests without selecting positions until the expanded hierarchy can be rebuilt after testing.
B. Give staffing users broader search visibility so the approved positions appear even if the downstream readiness state is not fully aligned.
C. Recreate the newly expanded hierarchy with simplified parent structures so future positions inherit a cleaner setup automatically.
D. Review the dependency between approved position status and downstream staffing availability for the newly expanded hierarchy, then correct the configuration or binding that is not resolving for those positions.

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 # 123
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