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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q109-Q114):

NEW QUESTION # 109
CHALLENGE 4 — Position Change Routing for Campus Review An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A. Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.
B. Whether every operations manager should be added to all position-change workflows during rollout planning.
C. Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
D. Whether the workflow notification text tells users that facilities requests may remain with HR administration.

Answer: A

Explanation:
Feedback:
The operations manager can approve other changes, so the workflow configuration may not be broadly incorrect. The affected facilities change should be traced through employee context, position assignment, and campus responsibility before workflow rules are adjusted.

NEW QUESTION # 110
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A. Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
B. Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.
C. Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
D. Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.

Answer: B

Explanation:
Feedback:
The workflow itself is working because the request saves and routes. The failure is that one employee segment resolves to an outdated approver group, which indicates a determination issue in the rule or routing condition. Correcting that logic addresses the upstream dependency while preserving both historical workflow structures and maintainable future operation.

NEW QUESTION # 111
CHALLENGE 4 — Position Change Routing for Regional Review A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A. It prevents HR operations from creating employee records for underwriting support employees.
B. It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.
C. It is less appropriate because workflow routing should always be completed by HR operations in SIT.
D. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.

Answer: D

Explanation:
Feedback:
The scenario indicates that routing works for some comparable cases, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 112
CHALLENGE 4 — Workflow Routing for Cross-Regional Position Changes A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A. Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.
B. Whether all regional managers can be added as approvers to every position-change workflow.
C. Whether HR specialists can bypass the approval step for test records until routing is stabilized.
D. Whether the workflow notification text clearly explains that approver assignment may vary during testing.

Answer: A

Explanation:
Feedback:
The workflow behavior may depend on position and organizational data that was affected by earlier sequencing. Validating that context first prevents changing workflow rules to compensate for unstable source data.

NEW QUESTION # 113
CHALLENGE 4 — Transfer Workflow Routing for Plant Review After a targeted correction to engineering position context, one transfer routes to the expected plant reviewer. Another comparable engineering transfer still remains with corporate HR.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: C

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

NEW QUESTION # 114
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