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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Employee Data Management	- Employment Information 1. Job Information and Compensation Information 2. Personal and Employment Records
Employee Central Core	- Data Models 1. Succession Data Model Overview 2. HRIS Elements Configuration - Foundation Objects 1. Generic Objects (MDF basics) 2. Legal Entity and Organizational Structures
Position Management	- Position Control Settings 1. Position Management Enablement 2. Integration with Employee Central - Position Object Configuration 1. Position-to-Job Mapping 2. Position Hierarchies and Relationships
Security and Permissions	- Role-Based Permissions 1. Permission Groups and Roles 2. Field-Level Security
Business Configuration	- Configuration Tools 1. Manage Business Configuration (BCUI) 2. Employee Central Settings
Reporting and Integration	- Integration Basics 1. Data Replication Concepts 2. Employee Central APIs Overview - Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q148-Q153):

NEW QUESTION # 148
<strong>CHALLENGE 2 — Claims Surge Position Context Across Regions</strong> A surge-team assignment can be saved, but manager-facing review later displays inconsistent regional context. The operations sponsor asks whether the team can proceed if HR operations verifies surge assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Narrow the validation set and verify representative surge-team assignments in the system before relying on offline confirmation.
B. Proceed with offline HR verification because it preserves the SIT schedule and the assignment record saves successfully.
C. Open all surge-team positions to regional managers temporarily so they can confirm assignments faster during validation.
D. Stop all standard claims and surge-team testing until every position record across all regions is rebuilt.

Answer: A

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for surge-team assignment behavior. It recognizes schedule pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 149
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional deployment. In the web-based UI, managers can select company and business unit, but for one newly activated operating structure the pay group list appears incomplete and omits the pay group that should be valid for the intended organizational combination. Other structures show the correct filtered pay group options.
HR leadership confirms the missing pay group was included during the latest corporate data maintenance cycle and must remain available only for approved combinations. The customer does not want to broaden pay-group availability across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the business process design.
What is the best next step?
Response:

A. Create duplicate pay-group records for the new structure so the intended value appears separately in the filtered list.
B. Ask managers to choose a temporary pay group and let HR operations correct the final value after the transaction is completed.
C. Broaden pay-group visibility for all nearby structures so managers can always find the missing value during the move process.
D. Review the organizational associations for company, business unit, and pay group in the new structure, then correct the relationship controlling filtered pay-group availability.

Answer: D

Explanation:
Feedback:
The missing pay group exists in the system and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely cause is a company-business unit-pay group relationship problem in foundation data. Correcting that association restores valid filtered availability without weakening governance.

NEW QUESTION # 150
<strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A. Close position responsibility validation because one corrected request reached the expected compliance reviewer.
B. Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
C. Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
D. Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.

Answer: B

Explanation:
Feedback:
One successful correction does not prove that the responsibility pattern is stable across comparable insurance contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 151
A consultant is supporting a controlled update of employee data in a web-based SAP SuccessFactors Employee Central tenant. After an import, the file reports successful processing for many rows, but a set of employee records remains unchanged even though the source file contains valid-looking updates. No system-wide outage is reported, and the unchanged employees belong to one restricted population used for sensitive HR administration.
The customer wants the consultant to restore the update process without removing existing protection boundaries around that population. They also want to avoid editing the records manually because the same controlled load will be repeated each month.
Which action should the consultant take first?
Response:

A. Split the file into smaller batches and rerun it several times because unchanged rows usually indicate a volume-related processing delay.
B. Move the restricted employees temporarily into the general population so the same import can update all records without exceptions.
C. Ask HR administrators to update the restricted population manually after each monthly import cycle to preserve the current permissions.
D. Review whether the import process or responsible role has the correct authorized scope for the restricted employee population, then adjust only the access needed for the approved update path.

Answer: D

Explanation:
Feedback:
This scenario combines data administration with governance sensitivity. The file processed for many rows, but one protected population remained unchanged. That points to an authorized-scope discrepancy rather than a general import design failure. Reviewing the access scope of the import path or responsible role addresses the upstream cause while preserving the protection model around sensitive records.

NEW QUESTION # 152
A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A. Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.
B. Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
C. Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.
D. Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.

Answer: B

Explanation:
Feedback:
The warnings are selective and tied to employees with pending future-dated workflow items, which points to a lifecycle dependency rather than a bad file or missing authorization. Adjusting the import approach so the correction respects the in-process timeline preserves governance and creates a repeatable monthly process without forcing manual cleanup.

NEW QUESTION # 153
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