C_THR81_2605 Exam Topic, C_THR81_2605 Original Questions

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SAP C_THR81_2605 Exam Syllabus Topics:

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

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C_THR81_2605 Original Questions - C_THR81_2605 New Exam Materials

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q184-Q189):

NEW QUESTION # 184
<strong>CHALLENGE 4 — Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A. Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
B. Whether every plant manager should be added to all transfer workflows during the hypercare period.
C. Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
D. Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.

Answer: C

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

NEW QUESTION # 185
<strong>CHALLENGE 3 — Shared Services Access for Location-Based Boundaries</strong> A project coordinator proposes a temporary role that lets HR shared services view all employee and position records across the network. The coordinator argues that this will prevent delays before the next validation group joins testing.
Why is this option less appropriate?
Response:

A. It requires all department managers to approve records before HR shared services can view them.
B. It forces the team to reload location and department values before permission roles can be tested.
C. It reduces the ability to confirm whether location-based target populations and role assignments support the intended operating model.
D. It prevents HR shared services from completing employee data changes in the preproduction tenant.

Answer: C

Explanation:
Feedback:
A broad temporary role would mask whether the final location-based access model is working. The scenario requires readiness evidence, not simply faster completion of open test cases.

NEW QUESTION # 186
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A. Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
B. Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.
C. Export the affected positions, assign them new identifiers, and reload them under a different position type.
D. Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.

Answer: A

Explanation:
Feedback:
The key artifact is a state mismatch: approval is complete, yet downstream staffing availability does not follow. Because only positions in the new parent structure are affected, the likely second-order cause is not the approval itself but the binding between hierarchy setup and the next process step. Correcting that dependency repairs the upstream cause without abandoning the position-driven design.

NEW QUESTION # 187
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A. Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.
B. Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
C. Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
D. Build a separate regional workflow so the compliance review step can be forced for that population.

Answer: C

Explanation:
Feedback:
The workflow framework is active because the request saves and starts correctly. The missing step appears only when a combined condition is present and only for one newly added region, which points to a conditional determination problem rather than missing workflow activation. Correcting the rule that inserts the compliance review step addresses the actual dependency while preserving a maintainable shared workflow model.

NEW QUESTION # 188
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A. Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
B. Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.
C. Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
D. Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.

Answer: C

Explanation:
Feedback:
The problem is not missing values but over-broad filtered availability. Because only one newly activated structure is affected, the likely root cause is a misaligned corporate data relationship controlling which divisions should be available after company and location are selected. Correcting that relationship restores controlled selection and supports downstream reporting and routing integrity.

NEW QUESTION # 189
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