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SAP C_THR81_2605 Exam Syllabus Topics:

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

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Useful Exam C_THR81_2605 Practice & Leading Offer in Qualification Exams & Unparalleled C_THR81_2605: SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q73-Q78):

NEW QUESTION # 73
A consultant is validating a position archival process in SAP SuccessFactors Employee Central and Position Management before a quarterly structure cleanup. In the public cloud web-based environment, HR specialists can change selected positions to an archived status and save successfully. The archived status is visible on the position record, but for a subset of archived positions the expected restriction on reuse does not apply, and those positions still appear selectable during later planning preparation.
Older archived positions behave correctly. The customer confirms the affected positions belong to a newly introduced position category used for short-term project roles and wants to keep that category because reporting depends on it. The consultant must restore correct archival behavior without asking planners to manually screen out invalid positions.
What should the consultant investigate first?
Response:

A. Review the dependency between the new position category and archival-state enforcement, then correct the configuration controlling reuse restrictions after save.
B. Remove the archived status from the process and instruct users to track obsolete positions outside the system during cleanup.
C. Ask planners to verify every archived project-role position manually before using any list in planning preparation.
D. Recreate the affected positions under an older category so archival behavior matches existing records immediately.

Answer: A

Explanation:
Feedback:
The save succeeds and the archived state is visible, so the primary status update is functioning. The failure appears in the next lifecycle layer, where archived positions should become unavailable for reuse. Because only the newly introduced category is affected, the likely root cause is a category-specific dependency controlling archival enforcement. Correcting that configuration restores intended lifecycle behavior without abandoning the reporting design.

NEW QUESTION # 74
<strong>CHALLENGE 1 — Service Line References for Underwriting Records</strong> A tester finds that the affected underwriting support records were created before revised service-line values were consistently reflected in related position references. Similar claims records created later show the expected regional context.
Which validation sequence is most appropriate?
Response:

A. Change workflow routing first because the affected records are visible to managers during review.
B. Validate the affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
C. Expand regional manager permissions first so all affected records can be reviewed without dependency checks.
D. Mark the claims records as the master pattern and copy their values into every underwriting support record.

Answer: B

Explanation:
Feedback:
This sequence follows the likely dependency from employee record context to related position references before selecting a correction approach. It avoids treating visibility or routing symptoms as the first layer of remediation.

NEW QUESTION # 75
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A. Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
B. Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.
C. Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
D. Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.

Answer: C

Explanation:
Feedback:
The field is present and editable, so the issue is not missing access or missing field design. The value disappears only after the transaction refresh and only for one country, which points to a country-specific setup dependency affecting persistence during rehire processing. Correcting that configuration addresses the upstream cause and preserves the standard rehire model.

NEW QUESTION # 76
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new global assignment hire variant in the web-based UI before a controlled pilot. Recruiters can launch the hire process and enter personal data, but when they reach the employment segment, one required field group is visible yet collapses after save and does not retain the entered values for one newly enabled country only.
Other countries in the same tenant retain the values correctly. The customer confirms the field group must remain part of the standard hire design because later approvals depend on it. They do not want a country-specific manual workaround or a separate hiring process. The issue appeared after the latest country setup and localization-related configuration activities were introduced.
What is the best first action?
Response:

A. Review the country-specific configuration controlling the persistence and behavior of that employment field group, then correct the setup dependency for the newly enabled country.
B. Export recent hires from the new country and reload them so the field group behavior refreshes before the pilot begins.
C. Grant recruiters broader maintenance permissions so the entered values are treated as direct updates instead of hire-step values.
D. Ask recruiters to complete the hire without the field group and let HR administrators re-enter the missing values after approval.

Answer: A

Explanation:
Feedback:
The observable artifact is not missing access or a hidden section. The field group appears, accepts entry, then fails to retain values only for one newly enabled country. That points to a country-specific setup dependency affecting how the hire step persists entered data. Reviewing and correcting that configuration addresses the upstream cause while preserving the standard global assignment hire design.

NEW QUESTION # 77
<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. Grant cross-district access temporarily and rely on post-rehearsal review to identify any inappropriate record visibility.
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. Validate assigned-cluster access and target populations with representative district managers before considering any limited exception.

Answer: D

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 # 78
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