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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Platform Foundations & Permissions	- Admin Center and system navigation - Role-Based Permissions (RBP) configuration - Metadata Framework (MDF) and picklists - Business Rules Engine and event derivation
Topic 2: Employee Central Core Configuration	- Person, Employment and Job Information objects - Corporate and Country-Specific Data Models - Foundation Objects and organizational structure - Workflow configuration and approvals
Topic 3: Data Management & Transactions	- Import/export tools and validation - Hire, rehire, termination and transfer processes - Concurrent employment and global assignments - Event reasons and business rules automation
Topic 4: Position Management	- Position object setup and hierarchy - Company Structure Overview - Integration between Position and Job Information - Mass changes and data import/export

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q51-Q56):

NEW QUESTION # 51
A consultant is validating a position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A. Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.
B. Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
C. Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.
D. Recreate the affected positions under an older family so the existing hold behavior applies immediately.

Answer: C

Explanation:
Feedback:
The hold action saves and the status is displayed, so the primary lifecycle action works. The failure occurs in the next layer, where held positions should be restricted from downstream planning. Because only the newly introduced position family is affected, the most likely root cause is a family-specific configuration dependency controlling enforcement after save. Correcting that dependency restores the intended lifecycle behavior without changing the underlying design.

NEW QUESTION # 52
<strong>CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries</strong> Compliance operations managers request temporary access to all branch and insurance division positions so they can clear pending remediation cases. The HR governance owner wants legal entity boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Validate assigned-scope access and target populations with representative compliance managers before considering any limited exception.
B. Grant cross-entity access temporarily and rely on post-remediation review to identify inappropriate visibility.
C. Restrict compliance managers from all insurance positions until branch testing is fully complete.
D. Keep current access unchanged and classify all blocked cases as proof that legal entity boundaries are working.

Answer: A

Explanation:
Feedback:
This approach supports valid compliance participation while preserving legal entity boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 53
<strong>CHALLENGE 2 — Position Context for Engineering Center Assignments</strong> Engineering-center positions are available during transfer assignment, but some assigned employees show a plant context that does not match the engineering department model. Production position transfers behave as expected.
Which validation action best distinguishes position-context behavior from a general employee update concern?
Response:

A. Ask corporate HR analysts to complete all engineering transfers centrally until the weekly planning review is complete.
B. Convert the affected engineering positions into production positions so they follow the working production transfer pattern.
C. Test representative engineering position assignments and manager-facing review results against the intended department and plant context.
D. Remove plant context from engineering positions so that assignment can be completed without plant review.

Answer: C

Explanation:
Feedback:
This action tests whether engineering position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific department model rather than treating the observation as a generic employee update concern.

NEW QUESTION # 54
A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A. Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
B. Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
C. Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
D. Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.

Answer: C

Explanation:
Feedback:
The department exists, and the issue is limited to a newly added regional structure after recent corporate data maintenance. That points to a relationship problem in foundation data rather than a missing object or UI defect. Correcting the company-division-department association restores the intended filtered availability while preserving controlled organizational scope.

NEW QUESTION # 55
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. Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
B. Remove the field from the hiring process so new records can be created without interruption and restore it later.
C. Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.
D. Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.

Answer: D

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 # 56
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