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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Position Management	- Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement - Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping
Security and Permissions	- Role-Based Permissions 1. Permission Groups and Roles 2. Field-Level Security
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
Employee Central Core	- Foundation Objects 1. Legal Entity and Organizational Structures 2. Generic Objects (MDF basics) - Data Models 1. HRIS Elements Configuration 2. Succession Data Model Overview
Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q36-Q41):

NEW QUESTION # 36
CHALLENGE 4 — Position Change Routing for Regional Review The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A. Representative position-change tests show that routing follows regional responsibility when employee and position context align.
B. HR operations can approve every pending request before the readiness summary is submitted.
C. Regional managers receive notification emails for some successful claims position changes.
D. The team can manually list which underwriting requests are still pending with HR operations.

Answer: A

Explanation:
Feedback:
This evidence confirms the dependency between source context and reviewer determination. It supports a readiness recommendation based on repeatable system behavior rather than manual completion or status reporting.

NEW QUESTION # 37
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A. Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
B. Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
C. Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
D. Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.

Answer: D

Explanation:
Feedback:
The locations already exist, and the issue is limited to one region after a recent corporate data update. That makes a relationship or association problem in foundation data the most likely root cause. Correcting the relevant organizational associations restores valid selection behavior while keeping locations restricted to the intended combinations.

NEW QUESTION # 38
CHALLENGE 1 — Campus Reference Alignment for Employee Creation Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether HR administration can manually override service unit association during the planning meeting.
B. Whether all workflow notifications for facilities changes use the same message template.
C. Whether affected records reference campus or service unit values that were corrected after initial department setup.
D. Whether operations managers can approve facilities position changes without reviewing employee context.

Answer: C

Explanation:
Feedback:
The scenario suggests a second-order dependency between corrected service unit references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader rework.

NEW QUESTION # 39
A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A. Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
B. Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
C. Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
D. Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.

Answer: A

Explanation:
Feedback:
The department exists, and the issue is limited to a newly added regional structure after recent corporate data maintenance. That points to a relationship problem in foundation data rather than a missing object or UI defect. Correcting the company-division-department association restores the intended filtered availability while preserving controlled organizational scope.

NEW QUESTION # 40
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. Narrow the validation set and verify representative facilities assignments in the system before relying on offline confirmation.
B. Stop all academic and facilities testing until every position record across the university is rebuilt.
C. Open all facilities positions to operations managers temporarily so they can confirm assignments faster during validation.
D. Proceed with offline HR verification because it preserves the planning schedule and the assignment record saves successfully.

Answer: A

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

NEW QUESTION # 41
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