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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q201-Q206):

NEW QUESTION # 201
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. Review the dependency between the new hierarchy segment and downstream readiness propagation, then correct the configuration or binding controlling the linked employee update.
B. Ask HR specialists to update the employee planning readiness flag manually for the new hierarchy segment until validation is complete.
C. Give planners broader edit access to the employee planning readiness field so they can correct the missing updates directly after each position save.
D. Recreate the affected positions under an older hierarchy segment so the downstream update behavior matches earlier records.

Answer: A

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 # 202
CHALLENGE 1 — Business Unit References for Insurance Employee Records Branch employees and insurance claims supervisors use similar employee record structures, yet only some insurance records show incorrect legal entity context during compliance manager review. Corporate HR wants to avoid broad reload unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether corporate HR administrators can manually override legal entity context before the regulated review.
B. Whether compliance managers can approve insurance position changes without reviewing employee context.
C. Whether affected records reference business unit values adjusted after the initial foundation data load.
D. Whether workflow notification templates differ between branch and insurance employee changes.

Answer: C

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

NEW QUESTION # 203
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process for contingent assignment records before a monthly audit window. In the web-based UI, HR operations users can search the affected employees, open the correction page, and edit the required fields. For one protected population tied to executive support roles, the Save button is visible and the change appears to process, but the record reloads with the old values and an authorization-style message is shown.
HR administrators can complete the same update successfully. The customer wants the operations team to manage this protected population only for the approved monthly process and does not want broad administrator access copied to that team. The solution must remain repeatable and preserve the stricter control boundary.
What is the best corrective action?
Response:

A. Copy the HR administrator permissions to the operations team during each monthly cycle so the protected population can be updated without further changes.
B. Ask HR administrators to process the protected population each month while operations users continue handling all other populations.
C. Temporarily move the protected population into the general operations scope during each audit cycle and restore the restriction afterward.
D. Review the operations role permissions and target-population scope for the final save step, then adjust only the approved execution scope needed for that protected population.

Answer: D

Explanation:
Feedback:
The operations team can search, open, and edit the records, so general access to the process already exists. The failure happens only at the final commit stage for one protected population, which points to a save-level authorization or target-population scope dependency. Adjusting only that approved scope preserves governance and enables the recurring monthly process.

NEW QUESTION # 204
CHALLENGE 2 — Position Context for Engineering Center Assignments 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. Remove plant context from engineering positions so that assignment can be completed without plant review.
B. Ask corporate HR analysts to complete all engineering transfers centrally until the weekly planning review is complete.
C. Convert the affected engineering positions into production positions so they follow the working production transfer pattern.
D. Test representative engineering position assignments and manager-facing review results against the intended department and plant context.

Answer: D

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 # 205
CHALLENGE 1 — Service Line References for Underwriting Records A tester finds that the affected underwriting support records were created before revised service-line values were consistently reflected in related position references. Similar claims records created later show the expected regional context.
Which validation sequence is most appropriate?
Response:

A. Validate the affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
B. Change workflow routing first because the affected records are visible to managers during review.
C. Expand regional manager permissions first so all affected records can be reviewed without dependency checks.
D. Mark the claims records as the master pattern and copy their values into every underwriting support record.

Answer: A

Explanation:
Feedback:
This sequence follows the likely dependency from employee record context to related position references before selecting a correction approach. It avoids treating visibility or routing symptoms as the first layer of remediation.

NEW QUESTION # 206
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