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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q72-Q77):

NEW QUESTION # 72
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. Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.
B. Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
C. Export the affected positions, assign them new identifiers, and reload them under a different position type.
D. Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.

Answer: D

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 # 73
<strong>CHALLENGE 4 — Position Change Routing for Regional Review</strong> A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A. It is less appropriate because workflow routing should always be completed by HR operations in SIT.
B. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
C. It prevents HR operations from creating employee records for underwriting support employees.
D. It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.

Answer: B

Explanation:
Feedback:
The scenario indicates that routing works for some comparable cases, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 74
A consultant is supporting a scheduled import of future-dated employee pay-group corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly reconciliation cycle. The file processes correctly for most employees, but a subset completes with warnings and leaves those records unchanged. The affected employees already have approved future workflow requests for employment-status changes in the same effective period.
The customer wants the pay-group corrections preserved without deleting the already approved status changes, because those requests were validated as part of the monthly operating plan. They also do not want a permanent manual exception process for employees who have approved future changes. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A. Exclude employees with approved future workflow requests from all future pay-group imports and require HR administrators to maintain those cases manually.
B. Delete the approved future employment-status workflow requests, then rerun the warning rows so the pay-group correction can load without conflict.
C. Retry the warning rows under a broader administrative role so the import can override the approved future workflow state during this cycle.
D. Adjust the import handling for employees with overlapping approved future changes so the pay-group correction fits into the effective-dated timeline without replacing later records.

Answer: D

Explanation:
Feedback:
The warning pattern is selective and tied to employees with approved future workflow changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import or authorization issue. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the root cause while preserving validated future records and keeping the process repeatable.

NEW QUESTION # 75
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-primary-role 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 segment the expected post-save update to the employee’s regular shift indicator does not occur. The same action updates that indicator correctly for existing segments.
HR operations wants to keep one standardized return process across the tenant and does not want to maintain the shift indicator manually after each approved request. The issue began after the new segment was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process into segment-specific variants.
What should the consultant investigate first?
Response:

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

Answer: A

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 # 76
A consultant is supporting a scheduled import of future-dated employee work-schedule corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A. Adjust the import handling for employees with overlapping approved future changes so the work-schedule correction fits into the effective-dated timeline without replacing later records.
B. Exclude employees with approved future workflow requests from all future work-schedule imports and require HR administrators to maintain those cases manually.
C. Delete the approved future job-information workflow requests, then rerun the warning rows so the work-schedule correction can load without conflict.
D. Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.

Answer: A

Explanation:
Feedback:
The warning pattern is selective and tied to employees with approved future workflow changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import or access issue. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the true cause while preserving validated future records and keeping the process repeatable.

NEW QUESTION # 77
......

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