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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Employee Central Core	25%	- Time & Attendance Integration - Person & Employment Information - Global Assignment & Concurrent Employment
Topic 2: Data Management & Integration	10%	- Company Structure Overview - Import Tools & Data Migration - Integration with other SuccessFactors Modules
Topic 3: Security & Workflows	15%	- Workflow Configuration & Approvals - Notifications & Event Reasoning - Role-Based Permissions (RBP)
Topic 4: Data Models & Foundation Objects	25%	- Picklists, Business Rules & Event Derivation - Metadata Framework (MDF) & Generic Objects - Corporate, Succession & Country-Specific Data Models
Topic 5: Position Management	25%	- Mass Updates & Import/Export - Position Synchronization with Job Information - Position Hierarchy & Structure

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q76-Q81):

NEW QUESTION # 76
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-group corrections before a monthly governance review. The file processes correctly for most employees, but several rows complete with warnings and leave the target records unchanged. All warning rows belong to employees who already have approved future workflow requests for temporary work-status changes in the same effective period.
The customer wants the probation-group corrections preserved without deleting the approved future requests, because those requests have already been validated as part of the operating plan. They also do not want a recurring manual exception process for employees who have future approved actions. The consultant must restore a repeatable administrative load while respecting lifecycle control in the web-based environment.
What is the best next step?
Response:

A. Delete the approved future temporary work-status workflow requests, then rerun the warning rows so the probation-group corrections can load without conflict.
B. Exclude employees with approved future workflow requests from all future probation-group imports and require HR administrators to maintain those cases manually.
C. Retry the warning rows with a broader administrative role so the import can override the approved future state during this monthly cycle.
D. Adjust the import handling for employees with overlapping approved future changes so the probation-group correction fits into the effective-dated timeline without replacing later records.

Answer: D

Explanation:
Feedback:
The warning pattern is selective and tied to employees with already approved future changes in the same period. That indicates an effective-dating and lifecycle dependency rather than a broad import failure or missing access. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the real cause while preserving validated future actions and keeping the monthly process reusable.

NEW QUESTION # 77
<strong>CHALLENGE 2 — Position Assignment Visibility Across Regional Teams</strong> 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. Delay all testing until every employee and position record across the full company is reloaded and reviewed.
C. Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
D. Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.

Answer: C

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 # 78
<strong>CHALLENGE 1 — Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A. Whether the affected employee records reference location and department values that were active and aligned when validation began.
B. Whether HR shared services can complete all rehabilitation-center records without manager participation.
C. Whether the workflow notification for rehabilitation-center employees uses the correct message text.
D. Whether department managers should be removed from validation until the template is finalized.

Answer: A

Explanation:
Feedback:
The first step is to test whether the different behavior is caused by the data context used by affected records. The scenario suggests a second-order dependency between refreshed location values and later employee-record behavior.

NEW QUESTION # 79
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A. Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
B. Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.
C. Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.
D. Create a separate workflow for the new business population so the escalation review step is always included for those requests.

Answer: A

Explanation:
Feedback:
The workflow itself is active because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a rule-precedence or conditional routing dependency rather than a missing workflow setup. Correcting the logic resolves the upstream cause while keeping the shared workflow model maintainable.

NEW QUESTION # 80
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process in the web-based UI before a quarterly compliance review. HR operations users can search employee records, open the correction screen, and enter updates for all approved populations. For one restricted expatriate population, the review page shows the proposed changes, but when users confirm, the transaction closes with no update and an access-scope message is recorded.
HR administrators can complete the same correction without issue. The customer wants the approved operations team to handle this expatriate population only for the defined compliance process, without granting broad administrator access or weakening the special protection boundary around those records. The solution must remain repeatable for future review cycles.
What is the best corrective action?
Response:

A. Ask HR administrators to keep processing the expatriate population while operations users continue with all other populations.
B. Review the operations role permissions and target-population scope for the final correction step, then adjust only the authorized execution scope needed for that expatriate population.
C. Copy the HR administrator permissions to the operations role during each compliance cycle so the final confirmation can complete for the expatriate population.
D. Temporarily move the expatriate population into the general operations scope during each quarterly review and restore the restriction afterward.

Answer: B

Explanation:
Feedback:
The users can search, open, edit, and review the records, so the general process path is already available. The failure happens only at the final execution layer for one protected population, which indicates a permission-scope or target-population dependency rather than a total access failure. Adjusting only the approved final-step scope preserves governance and restores the recurring controlled process.

NEW QUESTION # 81
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