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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Company structure 2. Job structure - Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics
Topic 2: Reporting and Integration	- Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting - Integration concepts 1. API and data integration basics 2. Integration with SAP systems
Topic 3: Position Management	- Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management - Position management setup 1. Position hierarchies 2. Position object configuration
Topic 4: Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
Topic 5: Employee Data Management	- Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes - Data maintenance 1. Personal and employment data 2. Workflow and approvals

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q205-Q210):

NEW QUESTION # 205
<strong>CHALLENGE 1 — Engineering Department References for Transfer Records</strong> Production transfers and engineering-center transfers use the same employee update process, yet only some engineering-center records show incorrect plant context after review. Corporate HR wants to avoid broad reprocessing unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether corporate HR analysts can manually override plant association during the weekly planning cycle.
B. Whether affected records reference plant or engineering department values adjusted during final cutover preparation.
C. Whether all workflow notifications for engineering transfers use the same message template.
D. Whether plant managers can approve engineering transfers without reviewing employee position context.

Answer: B

Explanation:
Feedback:
The scenario suggests a second-order dependency between adjusted department references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader reprocessing.

NEW QUESTION # 206
A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A. Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.
B. Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.
C. Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
D. Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.

Answer: B

Explanation:
Feedback:
The shared-position update itself saves and displays correctly, so the primary lifecycle action is functioning. The defect appears in the next layer, where shared-state behavior should alter downstream incumbent-assignment handling. Because only the newly introduced reason group is affected, the most likely root cause is a reason-group-specific configuration dependency controlling enforcement after save.

NEW QUESTION # 207
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A. Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
B. Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
C. Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
D. Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.

Answer: D

Explanation:
Feedback:
The observable artifact is a missing default value for only one newly enabled country, while the field itself is present and the hire flow remains active. That points to a country-specific setup dependency rather than a broad permission issue or missing field design. Correcting the configuration that drives defaulting during hire creation resolves the upstream cause and preserves the standardized hiring process.

NEW QUESTION # 208
<strong>CHALLENGE 4 — Manager Change Workflow for Store and Warehouse Contexts</strong> A store manager change routes to the expected district reviewer, but a comparable warehouse manager change remains with HR operations. The same district reviewer can approve other employee changes in assigned stores.
What should be validated before changing workflow routing?
Response:

A. Whether HR operations can approve all manager changes centrally until final manager testing is complete.
B. Whether the warehouse employee context, position assignment, and district responsibility support reviewer determination for the affected request.
C. Whether the workflow notification text tells users that warehouse requests may remain with HR operations.
D. Whether every district manager should be added to all manager-change workflows for the rehearsal period.

Answer: B

Explanation:
Feedback:
The district reviewer can approve other changes, so the workflow configuration may not be broadly incorrect. The affected warehouse request should be traced through employee context, position assignment, and district responsibility before workflow rules are adjusted.

NEW QUESTION # 209
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary schedule adjustment process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee category the expected post-save update to the employee’s work schedule class does not occur. The same action updates the schedule class correctly for established categories.
HR operations wants to keep a single standardized adjustment process across the tenant and does not want to correct the schedule class manually after each approved request. The issue began after the new category was introduced during the latest configuration cycle. The consultant must correct the behavior without creating category-specific process variants.
What should the consultant investigate first?
Response:

A. Reclassify affected employees temporarily into an older category so the existing adjustment behavior can be reused without further changes.
B. Give managers direct edit access to the work schedule class so they can complete the missing update during the same transaction.
C. Review the post-save derivation or transaction configuration for the new category, then correct the dependency controlling the work schedule class update.
D. Ask HR operations to update the work schedule class manually for the new category until the pilot period is complete.

Answer: C

Explanation:
Feedback:
The action itself saves and completes, so the main transaction path is functioning. The failure is limited to one newly enabled employee category and affects only a post-save employee-data outcome. That points to a category-specific derivation or transaction dependency rather than a general execution problem. Correcting that setup restores the intended automated update while preserving a single standardized process.

NEW QUESTION # 210
......

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