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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information
Topic 2: Position Management	- Position Control Settings 1. Position Management Enablement 2. Integration with Employee Central - Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping
Topic 3: Security and Permissions	- Role-Based Permissions 1. Permission Groups and Roles 2. Field-Level Security
Topic 4: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Topic 5: Employee Central Core	- Foundation Objects 1. Legal Entity and Organizational Structures 2. Generic Objects (MDF basics) - Data Models 1. HRIS Elements Configuration 2. Succession Data Model Overview
Topic 6: Reporting and Integration	- Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview - Integration Basics 1. Data Replication Concepts 2. Employee Central APIs Overview

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q134-Q139):

NEW QUESTION # 134
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A. Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
B. Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
C. Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
D. Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.

Answer: D

Explanation:
Feedback:
The locations already exist, and the issue is limited to one region after a recent corporate data update. That makes a relationship or association problem in foundation data the most likely root cause. Correcting the relevant organizational associations restores valid selection behavior while keeping locations restricted to the intended combinations.

NEW QUESTION # 135
A consultant is supporting a scheduled import of future-dated employee pay-group corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly reconciliation cycle. The file processes correctly for most employees, but a subset completes with warnings and leaves those records unchanged. The affected employees already have approved future workflow requests for employment-status changes in the same effective period.
The customer wants the pay-group corrections preserved without deleting the already approved status changes, because those requests were validated as part of the monthly operating plan. They also do not want a permanent manual exception process for employees who have approved future changes. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A. Adjust the import handling for employees with overlapping approved future changes so the pay-group correction fits into the effective-dated timeline without replacing later records.
B. Retry the warning rows under a broader administrative role so the import can override the approved future workflow state during this cycle.
C. Exclude employees with approved future workflow requests from all future pay-group imports and require HR administrators to maintain those cases manually.
D. Delete the approved future employment-status workflow requests, then rerun the warning rows so the pay-group correction can load without conflict.

Answer: A

Explanation:
Feedback:
The warning pattern is selective and tied to employees with approved future workflow changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import or authorization issue. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the root cause while preserving validated future records and keeping the process repeatable.

NEW QUESTION # 136
A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A. Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
B. Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
C. Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.
D. Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.

Answer: C

Explanation:
Feedback:
The records appear in preview, so the operations team already has enough visibility to identify them. The failure occurs at final processing for one sensitive population, which indicates a submit- or process-level authorization scope issue rather than a general access problem. Adjusting only the approved execution scope for that specific monthly process restores repeatable processing while preserving the stricter governance boundary.

NEW QUESTION # 137
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. Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.
B. Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.
C. 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.
D. Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.

Answer: C

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 # 138
<strong>CHALLENGE 2 — Position Context for Engineering Center Assignments</strong> An engineering transfer can be saved, but the manager-facing review later displays inconsistent plant context. The operations director asks whether the team can proceed if corporate HR verifies engineering transfers offline.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Narrow the hypercare validation set and verify representative engineering transfers in the system before relying on offline confirmation.
B. Stop all production and engineering transfers until every position record across the company is rebuilt.
C. Proceed with offline HR verification because it preserves active transfer processing and the transfer record saves successfully.
D. Open all engineering positions to plant managers temporarily so they can confirm transfers faster during hypercare.

Answer: A

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

NEW QUESTION # 139
......

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