Pass Guaranteed Quiz 2026 SAP C_THR81_2605: Efficient Exam SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Online

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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Rules and Workflow	- Workflow setup and approvals - Business rules configuration
Topic 2: Security and Authorizations	- Data access control - Role-based permissions
Topic 3: Position Management	- Integration with Employee Central - Position object configuration - Position hierarchy and reporting structure
Topic 4: Employee Central Data Management	- Employee master data maintenance - Employment information and job information
Topic 5: Employee Central Core Configuration	- Company structure setup - Foundation objects - Data models (Succession Data Model, Corporate Data Model)
Topic 6: Employee Lifecycle Processes	- Hire, rehire, and termination processes - Job changes and transfers

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q128-Q133):

NEW QUESTION # 128
CHALLENGE 2 — Position Assignment Visibility Across Regional Teams 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. Delay all testing until every employee and position record across the full company is reloaded and reviewed.
D. Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.

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 # 129
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee’s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A. Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.
B. Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
C. Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.
D. Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.

Answer: D

Explanation:
Feedback:
The transaction itself saves successfully, so the primary action path is functioning. The failure is limited to one newly introduced employee category and affects only a post-save employee-data outcome. That points to a category-specific derivation or action dependency rather than a general transaction failure. Reviewing and correcting that dependency restores the intended automated behavior while keeping one standardized process.

NEW QUESTION # 130
CHALLENGE 2 — Facilities Position Context for Building Teams A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar’s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Open all facilities positions to operations managers temporarily so they can confirm assignments faster during validation.
B. Stop all academic and facilities testing until every position record across the university is rebuilt.
C. Narrow the validation set and verify representative facilities assignments in the system before relying on offline confirmation.
D. Proceed with offline HR verification because it preserves the planning schedule and the assignment record saves successfully.

Answer: C

NEW QUESTION # 131
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. Apply the same position-reference correction to every surge-team position and assume all manager views will align.
D. Retest representative surge-team assignments across affected regional contexts and compare review outcomes.

Answer: D

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 # 132
CHALLENGE 4 — Employee Data Workflow for Compliance Review After a targeted correction to insurance position context, one employee data change routes to the expected compliance reviewer. Another comparable insurance change still remains with corporate HR administrators.
Which next step best avoids a partial-fix trap?
Response:

A. Remove corporate HR visibility from pending workflow requests so compliance review becomes the only visible path.
B. Apply the same position-context correction to every insurance record and assume routing will align after refresh.
C. Retest representative employee data changes across affected insurance contexts and compare reviewer outcomes.
D. Close workflow validation because at least one corrected insurance change reached the expected reviewer.

Answer: C

Explanation:
Feedback:
One successful request does not prove that the correction works across comparable insurance contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

NEW QUESTION # 133
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