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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships
Topic 2: Employee Central Core Configuration	- Employee master data management 1. Job information and employment details 2. Personal data and employment records - Data models and foundation objects 1. Corporate data model and configuration concepts 2. Foundation objects and generic objects (MDF)
Topic 3: Configuration and Integration	- MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations - Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management
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 (Q107-Q112):

NEW QUESTION # 107
A consultant is validating a manager-led organizational 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 activated operating structure the department list includes valid-looking departments from a neighboring structure. The process remains usable, but testers are choosing incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed department set. The customer wants the issue fixed without broadening department visibility across unrelated structures and without creating a separate reassignment design for the new rollout group. Reporting integrity and approval routing depend on correct department selection.
What is the best next step?
Response:

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

Answer: B

Explanation:
Feedback:
The issue is not that departments are missing; the filtered list is too broad. Because the behavior is isolated to one newly activated structure, the most likely source is a misaligned foundation-data relationship controlling which departments should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and routing accuracy.

NEW QUESTION # 108
A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

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

Answer: D

Explanation:
Feedback:
The issue is not that business units are missing; the available set is too broad. Because the behavior is limited to one newly activated structure, the most likely root cause is a misaligned foundation-data relationship controlling which business units should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and routing.

NEW QUESTION # 109
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-end corrections before a monthly HR control check. The file processes successfully for most employees, but several rows complete with warnings and leave the affected records unchanged. All warning rows belong to employees who already have approved future workflow requests for employment-status adjustments in the same effective period.
The customer wants the probation-end corrections preserved without deleting the already approved future requests, because those requests are part of an approved workforce plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

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

Answer: B

Explanation:
Feedback:
The warning pattern is selective and tied to employees with approved future changes in the same time period. That indicates an effective-dating and lifecycle-governance dependency rather than a general import defect. Adjusting the import handling so the current correction coexists with the approved future timeline resolves the true cause while preserving validated future actions and keeping the process repeatable.

NEW QUESTION # 110
<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 affected records reference store or district values that were corrected after the initial import sequence.
B. Whether HR operations can manually override the district association during final manager testing.
C. Whether district managers can approve warehouse manager changes without reviewing employee context.
D. Whether all workflow notifications for warehouse employees use the same message template.

Answer: A

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 # 111
<strong>CHALLENGE 2 — Shared Maintenance Position Context Across Terminals</strong> A maintenance assignment can be saved, but manager-facing review later displays inconsistent terminal context. The operations director asks whether the team can proceed if HR data administration verifies maintenance assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Stop all dockside and maintenance testing until every position record across both port locations is rebuilt.
B. Proceed with offline HR verification because it preserves the design schedule and the assignment record saves successfully.
C. Open all maintenance positions to terminal managers temporarily so they can confirm assignments faster during validation.
D. Narrow the validation set and verify representative maintenance assignments in the system before relying on offline confirmation.

Answer: D

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for maintenance assignment behavior. It recognizes schedule pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 112
......

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