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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q149-Q154):

NEW QUESTION # 149
<strong>CHALLENGE 2 — Claims Surge Position Context Across Regions</strong> Temporary claims surge positions are available during assignment, but some assigned surge-team employees show regional context that does not match the shared surge staffing model. Standard claims position assignments behave as expected.
Which validation action best distinguishes surge-team position behavior from a general employee creation concern?
Response:

A. Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.
B. Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.
C. Remove regional context from surge-team positions so assignment can be completed without regional validation.
D. Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.

Answer: D

Explanation:
Feedback:
This action tests whether surge-team position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared staffing model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 150
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. Build a separate regional workflow so the compliance review step can be forced for that population.
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. Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.

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 # 151
<strong>CHALLENGE 2 — Mobile Repair Position Context for Field Coverage</strong> Mobile repair positions are available during assignment, but some assigned repair leads show facility context that does not match the shared field coverage model. Treatment plant assignments behave as expected.
Which validation action best distinguishes mobile repair position behavior from a general employee creation concern?
Response:

A. Convert affected mobile repair positions into treatment plant positions so they follow the working plant assignment pattern.
B. Test representative mobile repair position assignments and manager-facing review results against the intended zone and district context.
C. Ask HR services to complete all mobile repair assignments centrally until broader district validation starts.
D. Remove district context from mobile repair positions so assignment can be completed without district-based validation.

Answer: A

Explanation:
Feedback:
This action tests whether mobile repair position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared field coverage model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 152
A consultant is validating a position archival process in SAP SuccessFactors Employee Central and Position Management before a quarterly structure cleanup. In the public cloud web-based environment, HR specialists can change selected positions to an archived status and save successfully. The archived status is visible on the position record, but for a subset of archived positions the expected restriction on reuse does not apply, and those positions still appear selectable during later planning preparation.
Older archived positions behave correctly. The customer confirms the affected positions belong to a newly introduced position category used for short-term project roles and wants to keep that category because reporting depends on it. The consultant must restore correct archival behavior without asking planners to manually screen out invalid positions.
What should the consultant investigate first?
Response:

A. Review the dependency between the new position category and archival-state enforcement, then correct the configuration controlling reuse restrictions after save.
B. Remove the archived status from the process and instruct users to track obsolete positions outside the system during cleanup.
C. Ask planners to verify every archived project-role position manually before using any list in planning preparation.
D. Recreate the affected positions under an older category so archival behavior matches existing records immediately.

Answer: A

Explanation:
Feedback:
The save succeeds and the archived state is visible, so the primary status update is functioning. The failure appears in the next lifecycle layer, where archived positions should become unavailable for reuse. Because only the newly introduced category is affected, the likely root cause is a category-specific dependency controlling archival enforcement. Correcting that configuration restores intended lifecycle behavior without abandoning the reporting design.

NEW QUESTION # 153
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where a position status change should update downstream employee planning readiness before a workforce review. In the web-based UI, HR specialists change several positions to a reserved state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy segment the linked employee planning readiness flag does not update during validation.
Other hierarchy segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A. Give planners broader edit access to the employee planning readiness field so they can correct the missing updates directly after each position save.
B. Ask HR specialists to update the employee planning readiness flag manually for the new hierarchy segment until validation is complete.
C. Review the dependency between the new hierarchy segment and downstream readiness propagation, then correct the configuration or binding controlling the linked employee update.
D. Recreate the affected positions under an older hierarchy segment so the downstream update behavior matches earlier records.

Answer: C

Explanation:
Feedback:
The position update itself works and the new reserved state is stored. The breakdown occurs only in the downstream employee-side update and only for the new hierarchy segment. That indicates a second-order integration dependency between segment-specific setup and downstream propagation logic. Correcting that dependency restores the intended end-to-end behavior while preserving the position-driven model.

NEW QUESTION # 154
......

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