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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Topic 2: Employee Data Management	- Employment Information 1. Job Information and Compensation Information 2. Personal and Employment Records
Topic 3: 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
Topic 4: Reporting and Integration	- Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts - Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview
Topic 5: Security and Permissions	- Role-Based Permissions 1. Field-Level Security 2. Permission Groups and Roles
Topic 6: Position Management	- Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement - Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q18-Q23):

NEW QUESTION # 18
A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A. Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
B. Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
C. Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
D. Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.

Answer: A

Explanation:
Feedback:
The blocking action itself succeeds and the blocked state is stored, so the primary lifecycle update is functioning. The defect appears in the next layer, where blocked positions should stop participating in downstream staffing preparation. Because only the newly introduced usage type is affected, the most likely root cause is a usage-type-specific configuration dependency controlling downstream enforcement after save.

NEW QUESTION # 19
CHALLENGE 4 — Position Change Routing for Regional Review The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A. Representative position-change tests show that routing follows regional responsibility when employee and position context align.
B. The team can manually list which underwriting requests are still pending with HR operations.
C. Regional managers receive notification emails for some successful claims position changes.
D. HR operations can approve every pending request before the readiness summary is submitted.

Answer: A

Explanation:
Feedback:
This evidence confirms the dependency between source context and reviewer determination. It supports a readiness recommendation based on repeatable system behavior rather than manual completion or status reporting.

NEW QUESTION # 20
CHALLENGE 2 — Position Assignment Visibility Across Regional Teams The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
B. Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
C. Delay all testing until every employee and position record across the full company is reloaded and reviewed.
D. Allow managers to view all positions during testing, then restore regional filtering before production preparation.

Answer: B

Explanation:
Feedback:
This option preserves governance boundaries while still allowing controlled progress through representative validation. It recognizes that schedule pressure cannot justify bypassing manager-facing visibility behavior that is central to the rollout.

NEW QUESTION # 21
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries A compliance manager can access employees in one assigned branch but cannot view an insurance position that belongs to their regulated review scope. Another out-of-scope corporate position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the permission role, target population, and compliance responsibility assignment align for both assigned and out-of-scope records.
B. Whether corporate HR can review the insurance position instead of the compliance manager during remediation.
C. Whether the compliance manager should be given access to all records until the insurance position list is corrected.
D. Whether employee import templates should be reloaded before access testing continues.

Answer: A

Explanation:
Feedback:
The behavior includes both missing valid access and visible out-of-scope access, so role, target population, and responsibility assignment need to be evaluated together. This directly tests the legal entity boundary model.

NEW QUESTION # 22
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A. Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
B. Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
C. Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
D. Create duplicate location records for the new structure so the intended value appears separately in the selection list.

Answer: C

Explanation:
Feedback:
The missing location exists 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 source is a relationship problem in foundation data. Correcting the company-department-location association restores proper filtered availability while preserving governance and the standard process design.

NEW QUESTION # 23
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