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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q38-Q43):

NEW QUESTION # 38
A consultant is validating administrative exports in a web-based SAP SuccessFactors Employee Central environment before a controlled audit cycle. HR operations users can run an employee data export for most populations, but records belonging to one restricted regional group are missing from the output even though those employees are visible in standard profile searches for authorized staff.
The customer wants the monthly export to include that regional group for the approved operations team only, without expanding general access to sensitive employee data outside the audit process. The consultant must correct the issue in a way that supports repeatable export operations and preserves the region’s stricter governance boundary.
Which action should the consultant take first?
Response:

A. Review the export user role and target population scope for the approved audit process, then adjust only the authorized export access for that restricted regional group.
B. Remove the regional sensitivity setting temporarily during the monthly export window so the records can flow into the file without further configuration changes.
C. Add the restricted regional group to the general HR operations audience so all standard exports automatically include the missing employees.
D. Ask the regional HR team to run a separate local export each month and combine the files manually after the audit cycle starts.

Answer: A

Explanation:
Feedback:
The records are visible in standard profile searches for authorized staff, so the underlying employee data exists and is not generally hidden. The failure is tied to the export path for a restricted group, which indicates an authorized-scope mismatch for the specific administrative process. Adjusting only the export role and target population for the approved audit use case restores the missing records while preserving governance boundaries.

NEW QUESTION # 39
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
B. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.
C. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
D. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.

Answer: B

Explanation:
Feedback:
The transaction itself saves, and the issue is limited to one newly added business unit. That means the core process is functioning, but the derivation dependency for that organizational scope is incomplete or misaligned. Reviewing and correcting the transaction setup for the new business unit addresses the root cause and preserves standardized processing.

NEW QUESTION # 40
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a monthly administrative import of employee job dat a. The import completes, but a subset of rows is rejected because the updates refer to records that already have future-dated changes scheduled for the same employees.
The customer needs the current month’s administrative corrections loaded before payroll validation, but they do not want to overwrite the future-approved changes or flatten the timeline of planned updates. The failed rows are concentrated in one business area that recently completed workforce planning. The consultant must choose an action that preserves date-based data integrity while keeping the recurring import process usable.
What is the best next step?
Response:

A. Load all rejected corrections using today’s date only, then recreate the future changes manually after payroll validation is finished.
B. Delete the future-dated records for the affected employees so the monthly correction import can be applied cleanly to the current rows.
C. Exclude the affected employees from the monthly import permanently and maintain them only through direct web-based edits.
D. Review the rejected rows against the existing future-dated timeline and adjust the import handling so the current correction fits without overwriting the approved future changes.

Answer: D

Explanation:
Feedback:
The observable artifact is a rejection caused by overlap with existing future-dated changes. Because the customer must preserve approved future records, the correct response is to align the current correction with the existing effective timeline rather than removing or bypassing date controls. This addresses the real dependency: administrative imports must respect already scheduled record sequences.

NEW QUESTION # 41
<strong>CHALLENGE 4 — Manager Change Workflow for Store and Warehouse Contexts</strong> A store manager change routes to the expected district reviewer, but a comparable warehouse manager change remains with HR operations. The same district reviewer can approve other employee changes in assigned stores.
What should be validated before changing workflow routing?
Response:

A. Whether the warehouse employee context, position assignment, and district responsibility support reviewer determination for the affected request.
B. Whether the workflow notification text tells users that warehouse requests may remain with HR operations.
C. Whether HR operations can approve all manager changes centrally until final manager testing is complete.
D. Whether every district manager should be added to all manager-change workflows for the rehearsal period.

Answer: A

Explanation:
Feedback:
The district reviewer can approve other changes, so the workflow configuration may not be broadly incorrect. The affected warehouse request should be traced through employee context, position assignment, and district responsibility before workflow rules are adjusted.

NEW QUESTION # 42
<strong>CHALLENGE 2 — Facilities Position Context for Building Teams</strong> Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A. Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.
B. Ask HR administration to complete all facilities assignments centrally until formal validation starts.
C. Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.
D. Remove campus context from facilities positions so assignment can be completed without campus-based validation.

Answer: C

Explanation:
Feedback:
This action tests whether facilities position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific building-team model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 43
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