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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Employee Central Core Configuration	- Person, Employment and Job Information objects - Foundation Objects and organizational structure - Workflow configuration and approvals - Corporate and Country-Specific Data Models
Data Management & Transactions	- Concurrent employment and global assignments - Event reasons and business rules automation - Import/export tools and validation - Hire, rehire, termination and transfer processes
Position Management	- Mass changes and data import/export - Company Structure Overview - Position object setup and hierarchy - Integration between Position and Job Information
Platform Foundations & Permissions	- Metadata Framework (MDF) and picklists - Business Rules Engine and event derivation - Role-Based Permissions (RBP) configuration - Admin Center and system navigation

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SAP C_THR81_2605 Formal Test - C_THR81_2605 Exam Score

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q66-Q71):

NEW QUESTION # 66
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A. Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
B. Build a separate regional workflow so the compliance review step can be forced for that population.
C. Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
D. Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.

Answer: A

Explanation:
Feedback:
The workflow framework is active because the request saves and starts correctly. The missing step appears only when a combined condition is present and only for one newly added region, which points to a conditional determination problem rather than missing workflow activation. Correcting the rule that inserts the compliance review step addresses the actual dependency while preserving a maintainable shared workflow model.

NEW QUESTION # 67
<strong>CHALLENGE 1 — Engineering Department References for Transfer Records</strong> During hypercare, most transfer-related employee updates process successfully, but selected engineering-center employees show an unexpected plant association in manager-facing review. Engineering department values were adjusted during final cutover preparation.
Which action best supports a controlled stabilization path?
Response:

A. Compare affected records against active plant and engineering department values, then correct only records with confirmed dependency impact.
B. Continue active transfer processing because the employee updates saved and the plant association can be reviewed later.
C. Give plant managers access to all engineering employee records so they can review and correct the plant association manually.
D. Reprocess all transfer-related employee and position records because any final cutover department adjustment invalidates the live dataset.

Answer: A

Explanation:
Feedback:
This option validates the relationship between adjusted department values and affected transfer records before deciding correction scope. It supports hypercare stabilization without assuming the entire live dataset requires reprocessing.

NEW QUESTION # 68
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. Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.
B. Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.
C. Recreate the affected positions under an older position group so the existing suspension behavior applies again.
D. Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.

Answer: A

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 # 69
A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
B. Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
C. Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.
D. Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.

Answer: B

Explanation:
Feedback:
The warning pattern is selective and linked to employees with approved future changes in the same period. That indicates a timeline and lifecycle dependency rather than a broad import defect or lack of access. Adjusting the import handling so the current correction coexists with the approved future sequence preserves validated workflow outcomes and supports a repeatable monthly process.

NEW QUESTION # 70
<strong>CHALLENGE 4 — Employee Data Workflow for Compliance Review</strong> A tester suggests changing workflow routing so insurance employee changes always go directly to a compliance reviewer, regardless of employee and position context. This would reduce pending corporate HR items before the regulated review.
Why is this approach less appropriate?
Response:

A. It is less appropriate because corporate HR must always approve insurance employee changes.
B. It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
C. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
D. It prevents HR partners from updating branch employee records.

Answer: C

Explanation:
Feedback:
The scenario indicates routing works in some comparable contexts, 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 # 71
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