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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Rules and Workflow	- Workflow setup and approvals - Business rules configuration
Topic 2: Employee Central Data Management	- Employee master data maintenance - Employment information and job information
Topic 3: Position Management	- Integration with Employee Central - Position object configuration - Position hierarchy and reporting structure
Topic 4: Security and Authorizations	- Data access control - Role-based permissions
Topic 5: Employee Lifecycle Processes	- Job changes and transfers - Hire, rehire, and termination processes
Topic 6: Employee Central Core Configuration	- Data models (Succession Data Model, Corporate Data Model) - Foundation objects - Company structure setup

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q171-Q176):

NEW QUESTION # 171
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A. Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.
B. Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
C. Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.
D. Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.

Answer: B

Explanation:
Feedback:
The key artifact is that the failure is tied to event reason validity, not general access or record availability. Because only some employees fail and administrators can still edit records, the upstream dependency is most likely the configuration logic that governs when a particular event reason can be used. Reviewing and correcting the event reason assignment or mapping addresses the root cause while preserving the customer’s intended separation of transfer types.

NEW QUESTION # 172
<strong>CHALLENGE 1 — Store Reference Timing for Employee Import Results</strong> The team notices that imported store employees and warehouse shift leads use the same employee import process, yet only some warehouse records show incorrect district context after review. The project lead wants to avoid a broad re-import unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether HR operations can manually override the district association during final manager testing.
B. Whether all workflow notifications for warehouse employees use the same message template.
C. Whether affected records reference store or district values that were corrected after the initial import sequence.
D. Whether district managers can approve warehouse manager changes without reviewing employee context.

Answer: C

Explanation:
Feedback:
The scenario indicates a second-order dependency between reference-value timing and later review behavior. Confirming whether affected records depend on corrected store or district values is necessary before choosing a re-import or targeted correction.

NEW QUESTION # 173
A consultant is supporting a scheduled import of future-dated employee work-schedule 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 job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, 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 work-schedule imports and require HR administrators to maintain those cases manually.
B. Adjust the import handling for employees with overlapping approved future changes so the work-schedule correction fits into the effective-dated timeline without replacing later records.
C. Delete the approved future job-information workflow requests, then rerun the warning rows so the work-schedule correction can load without conflict.
D. Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.

Answer: B

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 true cause while preserving validated future records and keeping the process repeatable.

NEW QUESTION # 174
<strong>CHALLENGE 3 — District Manager Access for Store Cluster Boundaries</strong> District managers request temporary access to all store and warehouse positions so they can help clear open rehearsal items before final manager testing. The HR governance owner wants district-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Validate assigned-cluster access and target populations with representative district managers before considering any limited exception.
B. Restrict district managers from all warehouse positions until store manager testing is fully complete.
C. Keep current access unchanged and classify all blocked rehearsal items as evidence that the district model is secure.
D. Grant cross-district access temporarily and rely on post-rehearsal review to identify any inappropriate record visibility.

Answer: A

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

NEW QUESTION # 175
A consultant is validating a controlled update process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review window. HR operations users can search for employee records, open the correction screen, and edit values for all approved populations. For one restricted leadership population, however, the save action is available and appears to run, but the transaction returns a validation-style access message and the updates are not committed.
HR administrators can save the same correction successfully. The customer wants the approved operations team to maintain this leadership population only for the defined compliance process, without copying full administrator access or weakening the protection boundary around sensitive records. The solution must support recurring monthly execution.
What is the best corrective action?
Response:

A. Ask HR administrators to process that leadership population every month while the operations team continues handling the rest of the workforce.
B. Review the operations role permissions and target-population scope for the save-level correction process, then adjust only the authorized update scope required for that leadership population.
C. Copy the HR administrator role to the operations team during the compliance window so the save can complete for the leadership population.
D. Temporarily move the leadership population into the general operations scope during each monthly cycle, then restore the existing restriction afterward.

Answer: B

Explanation:
Feedback:
The users can search, open, and edit the records, and the save action is visible. That means the general process path exists. The failure occurs specifically at commit time for one protected population, which points to a save-level permission or target-population scope dependency rather than a total lack of access. Adjusting only that authorized scope restores the needed recurring process without weakening governance.

NEW QUESTION # 176
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