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

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C_THR81_2605 New Exam Bootcamp - Original C_THR81_2605 Questions

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q67-Q72):

NEW QUESTION # 67
A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A. Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
B. Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
C. Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
D. Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.

Answer: D

Explanation:
Feedback:
The position update itself succeeds and the new readiness state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates the planning indicator. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

NEW QUESTION # 68
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries Corporate HR proposes a temporary role that lets compliance managers view all insurance division records while keeping branch records restricted by legal entity. The proposal would clear pending regulated review items quickly.
Which concern should drive the consultant’s recommendation?
Response:

A. The proposal may preserve some branch restrictions but still obscure whether insurance target populations follow the intended compliance responsibility model.
B. The proposal should be accepted because insurance records are regulated and therefore do not require access-boundary evidence.
C. The proposal proves that existing branch permissions are correct because only insurance records require expansion.
D. The proposal is unacceptable because compliance managers should never validate employee or position records.

Answer: A

Explanation:
Feedback:
The proposed change improves throughput but can still mask whether insurance access boundaries work as designed. The consultant should evaluate assigned-scope access before accepting even a limited exception.

NEW QUESTION # 69
CHALLENGE 2 — Warehouse Position Context for Shift Lead Assignments A warehouse assignment can be saved, but the manager-facing review later displays inconsistent district context. The sponsor asks whether the team can proceed if HR operations verifies warehouse assignments offline.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Proceed with offline HR verification because it preserves the rehearsal schedule and the assignment record saves successfully.
B. Stop all store and warehouse testing until every position record across the company is rebuilt.
C. Open all warehouse positions to district managers temporarily so they can confirm assignments faster during final testing.
D. Narrow the rehearsal scope and validate representative warehouse assignments in the system before relying on offline confirmation.

Answer: D

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

NEW QUESTION # 70
CHALLENGE 4 — Position Change Routing for Regional Review A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A. Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
B. Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
C. Whether every regional claims manager should be added to all position-change workflows during SIT.
D. Whether the workflow notification text tells users that underwriting requests may remain with HR operations.

Answer: A

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

NEW QUESTION # 71
CHALLENGE 3 — Resort Manager Access for Hospitality Boundaries A resort operations manager can access employees in one assigned housekeeping department but cannot view a banquet position that belongs to their resort responsibility. Another unassigned conference-center position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the permission role, target population, and resort responsibility assignment align for both assigned and unassigned records.
B. Whether the resort manager should be given access to all records until the banquet position list is corrected.
C. Whether HR coordination can review the banquet position instead of the resort manager during remediation.
D. Whether the employee creation import should be reloaded before any access testing continues.

Answer: A

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 resort access boundary model.

NEW QUESTION # 72
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