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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q151-Q156):

NEW QUESTION # 151
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a process where a change to position job classification should update downstream employee eligibility handling before a controlled workforce review. In the web-based UI, HR specialists update the position classification and save successfully. The new classification is visible on the position record, but incumbent employees tied to a subset of those positions do not reflect the expected downstream eligibility change during follow-up validation.
Positions created earlier in the project behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each classification change. The affected records all belong to a newly introduced branch of the position hierarchy added during the latest configuration cycle.
What is the best first action?
Response:

A. Ask HR specialists to update the employee eligibility setting manually after each position classification change in the new hierarchy branch.
B. Give managers broader edit access to the related employee eligibility fields so they can repair missing updates directly after position maintenance.
C. Review the dependency between the new hierarchy branch and downstream incumbent alignment, then correct the propagation or binding logic for position classification changes.
D. Recreate the affected positions under an older hierarchy branch so the current downstream behavior matches previously working records.

Answer: C

Explanation:
Feedback:
The position update itself saves and displays correctly, so the main maintenance action is functioning. The failure appears in the next dependency layer: downstream employee alignment. Because only positions in the newly introduced hierarchy branch are affected, the most likely upstream cause is a propagation or binding dependency between that branch and the downstream employee update logic. Correcting that dependency preserves the position-driven model and restores expected integrated behavior.

NEW QUESTION # 152
CHALLENGE 1 — Foundation Data Sequence for Field Workforce Setup The import logs do not show a single rejected file, yet position assignments behave differently depending on which regional values are referenced. The project lead wants to avoid a broad reload unless the second-order cause is clear.
What should the consultant determine first?
Response:

A. Whether HR specialists can edit the employee records directly from the employee profile screen.
B. Whether workflow approvers can manually reroute affected position changes during the next validation cycle.
C. Whether affected position records reference foundation values that were inactive, missing, or created after the import sequence.
D. Whether all regional managers have the same permission role before reviewing imported positions.

Answer: C

Explanation:
Feedback:
The scenario points to a second-order dependency where imported records may save but later behave inconsistently because referenced foundation values were not stable at import time. Confirming that dependency is necessary before choosing a reload, permission change, or workflow adjustment.

NEW QUESTION # 153
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A. Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.
B. Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.
C. Grant broad visibility because complete case execution is more important than legal entity boundary evidence.
D. Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.

Answer: A

Explanation:
Feedback:
This option balances valid compliance activity with boundary evidence. It directly tests whether configured roles and target populations match the intended regulated operating model.

NEW QUESTION # 154
CHALLENGE 3 — Plant Manager Access for Workforce Boundaries Plant managers request temporary access to all engineering and production positions so they can help close open hypercare cases. The HR governance lead wants plant-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.
B. Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.
C. Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.
D. Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.

Answer: B

Explanation:
Feedback:
This approach supports valid hypercare participation while preserving plant-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 155
A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A. Remove the field from the hiring process so new records can be created without interruption and restore it later.
B. Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.
C. Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.
D. Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.

Answer: B

Explanation:
Feedback:
The issue affects new hires only, while existing records remain valid. That points to a setup dependency in the hire process rather than a general data availability problem. Since the issue started after recent organizational configuration changes, the consultant should investigate the configuration path that determines default values during record creation. This addresses the root cause and maintains standardized entry without manual workaround.

NEW QUESTION # 156
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