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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Rules and Workflow	- Business rules configuration - Workflow setup and approvals
Topic 2: Employee Lifecycle Processes	- Hire, rehire, and termination processes - Job changes and transfers
Topic 3: Employee Central Data Management	- Employment information and job information - Employee master data maintenance
Topic 4: Position Management	- Integration with Employee Central - Position object configuration - Position hierarchy and reporting structure
Topic 5: Employee Central Core Configuration	- Foundation objects - Company structure setup - Data models (Succession Data Model, Corporate Data Model)
Topic 6: Security and Authorizations	- Role-based permissions - Data access control

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q70-Q75):

NEW QUESTION # 70
CHALLENGE 3 — Operations Manager Access for Campus Boundaries An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

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

Answer: C

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 campus access boundary model.

NEW QUESTION # 71
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position’s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A. Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.
B. Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.
C. Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.
D. Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.

Answer: A

Explanation:
Feedback:
The position change itself saves, so the basic update path is functioning. The breakdown appears only for records using the newly introduced lifecycle status sequence, which points to a second-order dependency between lifecycle status handling and post-save position behavior. Correcting that configuration restores automatic planning-indicator updates without abandoning the new reporting design.

NEW QUESTION # 72
CHALLENGE 1 — Business Unit References for Insurance Employee Records 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. Compliance managers can view all insurance records after temporary access expansion.
C. Affected insurance records are linked to specific adjusted business unit values, and unaffected branch records still validate against the intended pattern.
D. Corporate HR administrators can manually update all insurance records before the regulated review begins.

Answer: C

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 # 73
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. Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.
B. Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.
C. Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.
D. Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.

Answer: D

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 # 74
CHALLENGE 2 — Branch Position Responsibility for Regulated Review After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A. Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
B. Close position responsibility validation because one corrected request reached the expected compliance reviewer.
C. Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
D. Retest representative insurance position changes across affected contexts and compare reviewer outcomes.

Answer: D

Explanation:
Feedback:
One successful correction does not prove that the responsibility pattern is stable across comparable insurance contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 75
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