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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q174-Q179):

NEW QUESTION # 174
CHALLENGE 4 — Position Change Routing for District Review A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

A. Whether HR services can approve all position changes centrally until broader district validation begins.
B. Whether every district manager should be added to all position-change workflows during UAT.
C. Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.
D. Whether the workflow notification text tells users that mobile repair requests may remain with HR services.

Answer: C

Explanation:
Feedback:
The district manager can approve other changes, so workflow configuration may not be broadly incorrect. The affected mobile repair change should be traced through employee context, position assignment, and district responsibility before workflow rules are adjusted.

NEW QUESTION # 175
CHALLENGE 3 — Shared Services Access for Location-Based Boundaries HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A. Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
B. Restrict HR shared-services access further until department managers complete all location-specific validation.
C. Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
D. Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.

Answer: A

Explanation:
Feedback:
This approach supports valid HR work while still preserving location-based access boundaries. It validates the intended access model instead of choosing either throughput or restriction as the only priority.

NEW QUESTION # 176
CHALLENGE 3 — District Manager Access for Municipal Boundaries A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the employee creation import should be reloaded before any access testing continues.
B. Whether HR services can review the mobile repair position instead of the district manager during UAT.
C. Whether the district manager should be given access to all records until the mobile repair position list is corrected.
D. Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.

Answer: D

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 district access boundary model.

NEW QUESTION # 177
A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches 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 branch introduced 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. Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
B. Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
C. Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
D. Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.

Answer: C

Explanation:
Feedback:
The position update itself succeeds and the new readiness state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates the planning indicator. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

NEW QUESTION # 178
A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A. Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
B. Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.
C. Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
D. Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.

Answer: D

Explanation:
Feedback:
The transaction itself saves, so core execution is functioning. The problem is limited to a newly introduced employee group, which points to a configuration or derivation dependency tied to that group. Reviewing and correcting that setup targets the root cause while preserving the customer’s goal of a standardized process.

NEW QUESTION # 179
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