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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q33-Q38):

NEW QUESTION # 33
A consultant is validating a new-country transfer setup in SAP SuccessFactors Employee Central before a phased rollout. In the public cloud web-based UI, managers can launch the transfer action and complete employee selection, but when they open the employment details section, one required field group is shown in the correct place yet remains non-editable for the new country only.
Other countries allow the same field group to be updated during transfer. The customer confirms that the field group must stay editable because later approval routing depends on the values entered there. They do not want a country-specific manual correction step or a separate transfer design. The issue began after the latest country setup changes were introduced.
What should the consultant investigate first?
Response:

A. Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.
B. Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.
C. Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.
D. Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.

Answer: B

Explanation:
Feedback:
The field group is present, which confirms the section is part of the design. The issue is that it remains non-editable only for one newly enabled country, which points to a country-specific setup dependency affecting behavior within the transfer process. Correcting that configuration restores the required editable state while preserving the standard transfer model.

NEW QUESTION # 34
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

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

Answer: D

Explanation:
Feedback:
The warning pattern is selective and tied to employees with already approved future changes in the same time period. That indicates an effective-dating and lifecycle dependency rather than a general import problem. Adjusting the import handling so the correction coexists with the approved future timeline addresses the root cause while preserving validated future records and keeping the process reusable.

NEW QUESTION # 35
<strong>CHALLENGE 1 — Business Unit References for Insurance Employee Records</strong> The compliance director asks whether the regulated workforce review can begin if only selected insurance records are corrected. Regional HR partners have limited time to repeat foundation data and employee testing.
Which evidence best supports continuing with bounded scope?
Response:

A. Notification messages are generated for the affected employee data change requests.
B. Affected insurance records are linked to specific adjusted business unit values, and unaffected branch records still validate against the intended pattern.
C. Corporate HR administrators can manually update all insurance records before the regulated review begins.
D. Compliance managers can view all insurance records after temporary access expansion.

Answer: B

Explanation:
Feedback:
This evidence separates the affected dependency from the broader remediation population. It supports targeted correction while preserving confidence that unaffected branch records follow the intended pattern.

NEW QUESTION # 36
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. Adjust the import handling for employees with future-dated organizational moves so the current correction can coexist with the existing approved timeline.
B. Delete the pending future organizational moves for the affected employees, then rerun the warning rows so the current corrections can load cleanly.
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: A

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 # 37
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A. Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
B. Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
C. Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
D. Create duplicate location records for the new structure so the intended value appears separately in the selection list.

Answer: C

Explanation:
Feedback:
The missing location exists and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely source is a relationship problem in foundation data. Correcting the company-department-location association restores proper filtered availability while preserving governance and the standard process design.

NEW QUESTION # 38
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