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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q184-Q189):

NEW QUESTION # 184
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary work-arrangement changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes to a general approval step instead of the intended review queue whenever both a temporary end date and a position-related organizational change are present.
Existing populations with the same combination still use the intended review queue. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the broader process.
What is the best corrective action?
Response:

A. Create a separate workflow for the new operating population so the intended review queue is always used for those requests.
B. Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.
C. Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-related organizational change.
D. Ask managers in the new population to submit these requests through HR administrators until the routing design can be simplified.

Answer: C

Explanation:
Feedback:
The workflow engine is active because requests save and route. The issue appears only when two conditions interact and only for one newly added population, which indicates a rule-precedence or condition-resolution problem rather than missing workflow activation. Correcting that logic addresses the upstream cause and preserves the shared workflow model.

NEW QUESTION # 185
A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

A. Review the organizational associations for company, legal entity, and location in the new structure, then correct the relationship controlling filtered location availability.
B. Broaden location visibility for all nearby legal entities so the same combined list appears consistently during reassignment.
C. Create duplicate location records for the new structure so the intended values appear separately from the neighboring legal entity.
D. Ask managers to continue using the current list and rely on training guidance to select the correct location during the reassignment process.

Answer: A

Explanation:
Feedback:
The problem is not that locations are missing; the available set is too broad. Because only one newly onboarded structure is affected, the most likely root cause is a misaligned relationship in foundation data controlling which locations should appear after company and legal entity are selected. Correcting that association restores controlled selection without changing the business process.

NEW QUESTION # 186
A consultant is supporting a scheduled import of future-dated employee job-profile corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for manager changes in the same effective period.
The customer wants the job-profile corrections preserved without deleting the approved future manager changes, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

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

Answer: C

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

NEW QUESTION # 187
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reactivation process before a controlled staffing restart. In the web-based UI, HR specialists can change selected positions from inactive to active and save successfully. The active status is visible on the position record, but for a subset of reactivated positions the expected availability for downstream nomination activity does not return, and planners still cannot use them in the next preparation step.
Older reactivated positions behave correctly. The customer confirms the affected records belong to a newly introduced position class used for temporary expansion roles and wants to keep that class because planning reports depend on it. The consultant must restore correct lifecycle behavior without requiring planners to track usable positions manually.
What is the best first action?
Response:

A. Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.
B. Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.
C. Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.
D. Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.

Answer: A

Explanation:
Feedback:
The reactivation save succeeds and the status changes on the position record, so the core lifecycle action is functioning. The failure appears in the next dependency layer, where reactivated positions should become available for downstream use. Because only the newly introduced position class is affected, the most likely root cause is a class-specific configuration dependency controlling post-reactivation availability. Correcting that dependency restores the intended lifecycle behavior without changing the design.

NEW QUESTION # 188
<strong>CHALLENGE 3 — Plant Manager Access for Workforce Boundaries</strong> A plant manager can access employees in one assigned production department but cannot view an engineering position that belongs to their workforce responsibility. Another unassigned production position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the transfer import file should be reloaded before any access testing continues.
B. Whether the permission role, target population, and plant responsibility assignment align for both assigned and unassigned records.
C. Whether corporate HR can review the engineering position instead of the plant manager during hypercare.
D. Whether the plant manager should be given access to all records until the engineering position list is corrected.

Answer: B

Explanation:
Feedback:
The behavior includes both missing valid access and visible out-of-scope access, so role, target population, and responsibility assignment need to be evaluated together. This directly tests the live access boundary model.

NEW QUESTION # 189
......

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