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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
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. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts
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. Onboarding data flow 2. Recruit-to-hire integration concepts
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
Configuration and Integration	- MDF framework configuration 1. Object definition and associations 2. Rules and business logic configuration - Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q161-Q166):

NEW QUESTION # 161
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a temporary position suspension process before a quarterly workforce review. In the web-based UI, HR specialists can set selected positions to a suspended status and save successfully. The new status is visible on the position record, but for a subset of suspended positions the expected restriction on downstream assignment actions does not apply, and users can still initiate follow-on staffing activity.
Earlier positions in the tenant behave correctly. The customer confirms the affected positions were all created under a newly introduced position group used for seasonal roles and wants to keep that design because planning reports depend on it. The consultant must correct the issue without requiring manual monitoring of every suspended position.
What is the best first action?
Response:

A. Recreate the affected positions under an older position group so the existing suspension behavior applies again.
B. Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.
C. Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.
D. Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.

Answer: C

Explanation:
Feedback:
The status update itself saves and is visible, so the initial position action is functioning. The breakdown appears in the next layer, where suspension should restrict downstream staffing behavior. Because only the newly introduced position group is affected, the most likely cause is a group-specific lifecycle dependency controlling enforcement after save. Correcting that configuration restores the intended control without abandoning the new reporting design.

NEW QUESTION # 162
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A. Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.
B. Grant broad visibility because complete case execution is more important than legal entity boundary evidence.
C. Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.
D. Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.

Answer: A

Explanation:
Feedback:
This option balances valid compliance activity with boundary evidence. It directly tests whether configured roles and target populations match the intended regulated operating model.

NEW QUESTION # 163
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 resort manager should be given access to all records until the banquet position list is corrected.
B. Whether the employee creation import should be reloaded before any access testing continues.
C. Whether HR coordination can review the banquet position instead of the resort manager during remediation.
D. Whether the permission role, target population, and resort responsibility assignment align for both assigned and unassigned records.

Answer: D

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 # 164
CHALLENGE 2 — Claims Surge Position Context Across Regions A surge-team assignment can be saved, but manager-facing review later displays inconsistent regional context. The operations sponsor asks whether the team can proceed if HR operations verifies surge assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Narrow the validation set and verify representative surge-team assignments in the system before relying on offline confirmation.
B. Stop all standard claims and surge-team testing until every position record across all regions is rebuilt.
C. Open all surge-team positions to regional managers temporarily so they can confirm assignments faster during validation.
D. Proceed with offline HR verification because it preserves the SIT schedule and the assignment record saves successfully.

Answer: A

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

NEW QUESTION # 165
A consultant is validating a manager-driven department change process in a public cloud SAP SuccessFactors Employee Central Core tenant. In the web-based UI, managers can start the transaction and select the employee’s company, but for one newly onboarded region the list of available divisions is not empty and not missing values; instead, it shows valid-looking divisions in the wrong business order, causing the intended default division to appear below unrelated regional values.
Other regions show the correct narrowed list. HR leadership wants the consultant to correct the issue before training because users must follow controlled organizational selection without relying on trial-and-error. The customer does not want a separate regional transaction or broader division exposure across companies.
What is the best next step?
Response:

A. Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.
B. Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
C. Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.
D. Review the organizational relationships and assignment logic introduced for the newly onboarded region, then correct the company-to-division association controlling the filtered division list.

Answer: D

Explanation:
Feedback:
The issue is subtle: the list is populated, but the filtered set is too broad or incorrectly associated for the new region. Because the problem began when the region was onboarded and other regions behave correctly, the likely cause is not UI rendering but an organizational assignment issue in corporate data relationships. Correcting the company-to-division association restores controlled filtering and proper operational behavior.

NEW QUESTION # 166
......

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