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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core Configuration	- Employee master data management 1. Personal data and employment records 2. Job information and employment details - Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts
Topic 2: Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Recruiting Management 2. Integration with Payroll and Time Management (overview) - MDF framework configuration 1. Object definition and associations 2. Rules and business logic configuration
Topic 3: Position Management	- Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance - Position model configuration 1. Position object structure and relationships 2. Position-to-job and organizational alignment
Topic 4: Business Processes in SuccessFactors Employee Central	- Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow - Job changes and lifecycle events 1. Workflow and approval processes 2. Transfers, promotions, and compensation changes

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q182-Q187):

NEW QUESTION # 182
<strong>CHALLENGE 2 — Position Assignment Visibility Across Regional Teams</strong> A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:

A. Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
B. Reassign the hidden position to a different supervisor and repeat the review from the original manager account.
C. Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.
D. Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.

Answer: A

Explanation:
Feedback:
This option checks the relationship between position data, assignment behavior, and manager visibility across realistic users. It separates a configuration or data-alignment cause from a broad access complaint.

NEW QUESTION # 183
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.
B. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
C. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
D. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.

Answer: A

Explanation:
Feedback:
The transaction itself saves, and the issue is limited to one newly added business unit. That means the core process is functioning, but the derivation dependency for that organizational scope is incomplete or misaligned. Reviewing and correcting the transaction setup for the new business unit addresses the root cause and preserves standardized processing.

NEW QUESTION # 184
A consultant is preparing a new-country onboarding test in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based UI, the hire transaction opens correctly, but when recruiters move to the personal information step, one required data section appears read-only for the new country only.
Existing countries in the same tenant can complete the same step normally. The customer confirms the section must stay editable during hiring because downstream workflow and record creation depend on it. The issue started after the rollout team introduced country-specific setup for the new region. The consultant must correct the problem without removing the section from the hire flow or creating a separate manual onboarding process.
What should the consultant investigate first?
Response:

A. Ask recruiters to complete the hire without the section and let HR administrators update it after workflow approval.
B. Grant recruiters broader employee maintenance permissions so they can override the read-only behavior during hiring.
C. Export a sample of existing records from the new country and reload them so the hire template can refresh its section controls.
D. Review the new country-specific setup controlling field behavior in the hire process, then correct the configuration making that section read-only.

Answer: D

Explanation:
Feedback:
The issue is isolated to one new country and appears during a specific hire step. That strongly indicates a country-specific configuration dependency rather than a generic system defect. Correcting the setup controlling editability in the hire flow restores the intended process while preserving the standard onboarding model.

NEW QUESTION # 185
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee organizational corrections before a monthly reconciliation cycle. The file runs in the web-based environment and reports successful completion, but several rows are processed with warnings and leave the target values unchanged. The affected employees all have pending future organizational moves already recorded for a later effective date. Other employees in the same file update correctly.
The customer wants the current corrections loaded without deleting or changing the approved future moves, and they do not want a separate manual exception process each month. The consultant must choose an action that preserves timeline integrity and keeps the administrative load repeatable.
What is the best next step?
Response:

A. Delete the pending future organizational moves for the affected employees, then rerun the warning rows so the current corrections can load cleanly.
B. Adjust the import handling for employees with future-dated organizational moves so the current correction can coexist with the existing approved timeline.
C. Route the warning rows to HR administrators for manual correction each month and keep those employees out of future import files.
D. Retry the warning rows under a higher-access role so the import can override the future organizational state for the current cycle.

Answer: B

Explanation:
Feedback:
The warning pattern is selective and tied to employees with already approved future-dated moves. That indicates a timeline dependency, not a broad import defect. The correct action is to align the current correction with the existing approved future record sequence so both can coexist. This preserves timeline integrity and supports repeatable monthly administration.

NEW QUESTION # 186
A consultant is testing a standardized manager-driven organizational update in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves successfully for all employee groups, but for one newly enabled contingent-like internal population the expected follow-on update to a related employee data segment does not occur.
The same transaction updates that segment correctly for established populations. The customer wants to keep one consistent transaction design across the tenant and does not want HR operations to add the missing update after each case. The issue began when the new population was included in the transaction scope during the latest configuration cycle.
What should the consultant investigate first?
Response:

A. Review the transaction setup and post-save derivation dependency for the newly enabled population, then correct the configuration controlling the missing follow-on update.
B. Ask HR operations to maintain the missing data segment manually for the new population until the pilot is completed.
C. Move the affected employees temporarily into an established population so the existing transaction behavior applies during the pilot.
D. Give managers direct access to edit the related data segment during the same transaction so the missing update can be completed immediately.

Answer: A

Explanation:
Feedback:
The transaction itself succeeds, so the core save path is working. The breakdown is specific to a newly enabled population and affects only the follow-on update, which points to a configuration or derivation dependency introduced when that population was added to scope. Reviewing and correcting that setup addresses the upstream cause while preserving a single standardized process.

NEW QUESTION # 187
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