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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q37-Q42):

NEW QUESTION # 37
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional deployment. In the web-based UI, managers can select company and business unit, but for one newly activated operating structure the pay group list appears incomplete and omits the pay group that should be valid for the intended organizational combination. Other structures show the correct filtered pay group options.
HR leadership confirms the missing pay group was included during the latest corporate data maintenance cycle and must remain available only for approved combinations. The customer does not want to broaden pay-group availability across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the business process design.
What is the best next step?
Response:

A. Ask managers to choose a temporary pay group and let HR operations correct the final value after the transaction is completed.
B. Review the organizational associations for company, business unit, and pay group in the new structure, then correct the relationship controlling filtered pay-group availability.
C. Broaden pay-group visibility for all nearby structures so managers can always find the missing value during the move process.
D. Create duplicate pay-group records for the new structure so the intended value appears separately in the filtered list.

Answer: B

Explanation:
Feedback:
The missing pay group exists in the system and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely cause is a company-business unit-pay group relationship problem in foundation data. Correcting that association restores valid filtered availability without weakening governance.

NEW QUESTION # 38
CHALLENGE 2 — Shared Banquet Position Context for Event Staffing Banquet positions are available during assignment, but some assigned banquet coordinators show resort context that does not match the shared event staffing model. Housekeeping assignments behave as expected.
Which validation action best distinguishes banquet position behavior from a general employee creation concern?
Response:

A. Ask HR coordination to complete all banquet assignments centrally until seasonal validation starts.
B. Test representative banquet position assignments and manager-facing review results against the intended department and resort context.
C. Convert affected banquet positions into housekeeping positions so they follow the working housekeeping assignment pattern.
D. Remove resort context from banquet positions so assignment can be completed without resort-based validation.

Answer: B

Explanation:
Feedback:
This action tests whether banquet position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared event staffing model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 39
CHALLENGE 4 — Position Change Routing for Terminal Review After a targeted correction to maintenance position context, one position change routes to the expected terminal manager. Another comparable maintenance change still remains with HR data administration.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: B

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

NEW QUESTION # 40
CHALLENGE 4 — Position Change Routing for Regional Review After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: B

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

NEW QUESTION # 41
CHALLENGE 1 — Resort Reference Alignment for Banquet Records Housekeeping employees and banquet coordinators use the same employee creation process, yet only some banquet records show unexpected resort context during review. HR coordination wants to avoid broad template rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether all workflow notifications for banquet changes use the same message template.
B. Whether resort operations managers can approve banquet position changes without reviewing employee context.
C. Whether HR coordination can manually override department association during seasonal staffing simulations.
D. Whether affected records reference resort or conference service values that were updated after the initial template build.

Answer: D

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

NEW QUESTION # 42
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