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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Data Management	- Employment Information 1. Job Information and Compensation Information 2. Personal and Employment Records
Topic 2: Reporting and Integration	- Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview - Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts
Topic 3: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Topic 4: Position Management	- Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement - Position Object Configuration 1. Position-to-Job Mapping 2. Position Hierarchies and Relationships
Topic 5: Employee Central Core	- Data Models 1. Succession Data Model Overview 2. HRIS Elements Configuration - Foundation Objects 1. Legal Entity and Organizational Structures 2. Generic Objects (MDF basics)
Topic 6: Security and Permissions	- Role-Based Permissions 1. Field-Level Security 2. Permission Groups and Roles

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q71-Q76):

NEW QUESTION # 71
A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A. Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
B. Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
C. Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
D. Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.

Answer: D

Explanation:
Feedback:
The position update itself succeeds and the new readiness state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates the planning indicator. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

NEW QUESTION # 72
CHALLENGE 2 — Branch Position Responsibility for Regulated Review The remediation team can save an insurance division position change, but the transaction remains with corporate HR administrators instead of reaching the expected compliance reviewer. The project sponsor asks whether HR can verify the change offline to keep the review schedule.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Narrow the remediation set and verify representative insurance position changes in the system before relying on offline confirmation.
B. Proceed with offline HR verification because it protects the review schedule and the position change can be saved.
C. Open all insurance positions to compliance managers temporarily so they can confirm changes faster.
D. Stop all branch and insurance position testing until every position record is rebuilt.

Answer: A

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

NEW QUESTION # 73
CHALLENGE 1 — Business Unit References for Insurance Employee Records Branch employees and insurance claims supervisors use similar employee record structures, yet only some insurance records show incorrect legal entity context during compliance manager review. Corporate HR wants to avoid broad reload unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether corporate HR administrators can manually override legal entity context before the regulated review.
B. Whether compliance managers can approve insurance position changes without reviewing employee context.
C. Whether affected records reference business unit values adjusted after the initial foundation data load.
D. Whether workflow notification templates differ between branch and insurance employee changes.

Answer: C

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

NEW QUESTION # 74
CHALLENGE 4 — Position Change Routing for Resort Review After a targeted correction to banquet position context, one position change routes to the expected resort manager. Another comparable banquet change still remains with HR coordination.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: A

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

NEW QUESTION # 75
CHALLENGE 3 — District Manager Access for Municipal Boundaries A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station position appears in their review list.
What should the consultant validate first?
Response:

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

Answer: B

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

NEW QUESTION # 76
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