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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q69-Q74):

NEW QUESTION # 69
A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A. Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.
B. Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.
C. Remove the field from the hiring process so new records can be created without interruption and restore it later.
D. Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.

Answer: A

Explanation:
Feedback:
The issue affects new hires only, while existing records remain valid. That points to a setup dependency in the hire process rather than a general data availability problem. Since the issue started after recent organizational configuration changes, the consultant should investigate the configuration path that determines default values during record creation. This addresses the root cause and maintains standardized entry without manual workaround.

NEW QUESTION # 70
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A. Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
B. Recreate all positions from the newer configuration set using the same method as the earlier working positions.
C. Give staffing users broader search access so newly approved positions appear regardless of process status.
D. Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.

Answer: D

Explanation:
Feedback:
The positions reach approved status, so the initial approval path is functioning. The failure appears in the next process step and only affects positions built from the newer configuration set. That points to a dependency between position status and downstream staffing readiness that is misconfigured for those newer records. Investigating and correcting that dependency resolves the root cause while preserving the intended position-driven operating model.

NEW QUESTION # 71
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a scheduled load of future position-holder changes before a controlled staffing review. The import file processes successfully for most rows, but several rows finish with no update because the affected positions are still marked as inactive for the future effective period in the web-based environment.
Current-period records for those same positions remain valid. The customer wants the future staffing changes loaded this week, but they do not want the consultant to activate positions earlier than planned or bypass lifecycle controls. The monthly administrative load must remain reusable for later cycles without separate manual fixes.
What is the best next step?
Response:

A. Remove the inactive positions from all future import files and ask HR administrators to enter holder changes manually when the period begins.
B. Adjust the future position lifecycle setup or effective handling for the affected records, then rerun only the rows once the future period supports valid holder updates.
C. Change all affected positions to active immediately so the future holder load can post in the current cycle without further checks.
D. Retry the failed rows with broader administrative permissions so the import can override the inactive future state for this cycle.

Answer: B

Explanation:
Feedback:
The observable artifact is that rows complete without updating because the target positions are not yet valid for the future effective period. The issue is not a general import failure, because most rows succeed. The upstream dependency is lifecycle timing: position-holder updates depend on the future position state being valid at the intended effective date. Correcting that timing or lifecycle setup preserves the planned activation schedule and creates a reusable administrative process.

NEW QUESTION # 72
<strong>CHALLENGE 3 — Terminal Manager Access for Operational Boundaries</strong> Terminal managers request broader visibility across all dockside, customs, and maintenance positions so they can help clear design validation items. The HR governance owner wants terminal-level access boundaries to remain visible during the design cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Restrict terminal managers from all maintenance positions until dockside validation is fully complete.
B. Keep current access unchanged and classify all blocked design items as evidence that the terminal model is secure.
C. Validate assigned-scope access and target populations with representative terminal managers before considering any limited exception.
D. Grant cross-terminal access temporarily and rely on post-design review to identify any inappropriate record visibility.

Answer: C

Explanation:
Feedback:
This approach supports valid manager participation while preserving terminal-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 73
A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A. Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
B. Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.
C. Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
D. Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.

Answer: C

Explanation:
Feedback:
The blocking action itself succeeds and the blocked state is stored, so the primary lifecycle update is functioning. The defect appears in the next layer, where blocked positions should stop participating in downstream staffing preparation. Because only the newly introduced usage type is affected, the most likely root cause is a usage-type-specific configuration dependency controlling downstream enforcement after save.

NEW QUESTION # 74
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