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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Security and Authorizations	- Role-based permissions - Data access control
Topic 2: Employee Central Data Management	- Employee master data maintenance - Employment information and job information
Topic 3: Position Management	- Position hierarchy and reporting structure - Position object configuration - Integration with Employee Central
Topic 4: Employee Central Core Configuration	- Data models (Succession Data Model, Corporate Data Model) - Company structure setup - Foundation objects
Topic 5: Employee Lifecycle Processes	- Job changes and transfers - Hire, rehire, and termination processes
Topic 6: Business Rules and Workflow	- Workflow setup and approvals - Business rules configuration

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q112-Q117):

NEW QUESTION # 112
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A. Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
B. Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
C. Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
D. Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.

Answer: D

Explanation:
Feedback:
The locations already exist, and the issue is limited to one region after a recent corporate data update. That makes a relationship or association problem in foundation data the most likely root cause. Correcting the relevant organizational associations restores valid selection behavior while keeping locations restricted to the intended combinations.

NEW QUESTION # 113
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee’s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A. Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
B. Broaden location visibility for all related structures so users see the same combined location list during internal moves.
C. Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
D. Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.

Answer: D

Explanation:
Feedback:
The issue is not a missing set of locations but an over-broad filtered list. Because the problem is limited to one newly activated structure, the most likely root cause is a misaligned relationship in foundation data controlling location scope. Correcting that organizational association restores controlled selection and supports downstream reporting accuracy without changing the process design.

NEW QUESTION # 114
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

A. Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.
B. Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.
C. Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.
D. Adjust the import handling for employees with overlapping approved future changes so the standard-hours 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 already approved future changes in the same time period. That indicates an effective-dating and lifecycle dependency rather than a general import problem. Adjusting the import handling so the correction coexists with the approved future timeline addresses the root cause while preserving validated future records and keeping the process reusable.

NEW QUESTION # 115
<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. Remove district context from mobile repair positions so assignment can be completed without district-based validation.
B. Ask HR services to complete all mobile repair assignments centrally until broader district validation starts.
C. Convert affected mobile repair positions into treatment plant positions so they follow the working plant assignment pattern.
D. Test representative mobile repair position assignments and manager-facing review results against the intended zone and district context.

Answer: C

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 # 116
A consultant is supporting a scheduled import of future-dated employee supervisor adjustments in a public cloud SAP SuccessFactors Employee Central tenant before a monthly validation cycle. The file processes correctly for most rows, but a subset completes with warnings and leaves the affected employees unchanged. Those employees already have approved future workflow requests for organizational reassignment in the same effective period.
The customer wants the supervisor adjustment preserved without deleting the approved reassignment requests, because those requests were already validated by regional HR. They also do not want a permanent manual exception path for employees who have approved future changes. The consultant must keep the administrative load repeatable and governance-aligned.
What is the best next step?
Response:

A. Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.
B. Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
C. Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.
D. Adjust the import handling for employees with overlapping approved future changes so the supervisor adjustment fits into the effective-dated timeline without replacing later records.

Answer: D

Explanation:
Feedback:
The warnings are selective and tied to employees with already approved future changes in the same effective period. That indicates a lifecycle and effective-dating dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved timeline preserves validated workflow outcomes and supports a repeatable monthly process.

NEW QUESTION # 117
......

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