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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Business Processes in SuccessFactors Employee Central	- Hiring and onboarding processes 1. Onboarding data flow 2. Recruit-to-hire integration concepts - Job changes and lifecycle events 1. Transfers, promotions, and compensation changes 2. Workflow and approval processes
Position Management	- Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships
Employee Central Core Configuration	- Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts - Employee master data management 1. Personal data and employment records 2. Job information and employment details
Configuration and Integration	- MDF framework configuration 1. Object definition and associations 2. Rules and business logic configuration - Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q59-Q64):

NEW QUESTION # 59
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country global transfer process in the web-based UI before a controlled pilot. Managers can start the transfer action and enter the initial data, but when they reach employment information, one required field appears with the correct label yet resets to its prior value after each save for only the newly enabled country. Other countries retain the edited value correctly.
The customer confirms that the field must remain editable in the standard process because downstream approval routing depends on the final stored value. They do not want a separate country-specific transfer design or a manual follow-up correction step. The issue began after recent country-specific setup changes were introduced into the tenant.
What should the consultant investigate first?
Response:

A. Review the country-specific transfer configuration controlling field persistence, then correct the setup dependency causing the value to revert after save.
B. Grant managers broader maintenance permissions so the edited value is stored as a direct data update during the transfer action.
C. Ask managers to complete the transfer and let HR operations correct the field afterward for employees in the new country.
D. Reload sample employee records from the new country so the transfer action can rebuild the field behavior automatically.

Answer: A

Explanation:
Feedback:
The field is present and editable, which shows the process design includes it correctly. The issue is that the edited value does not persist only for one newly enabled country, which points to a country-specific configuration dependency affecting transfer-time persistence rather than missing access. Correcting that setup restores the intended stored value and preserves the standard process design.

NEW QUESTION # 60
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A. Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.
B. Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
C. Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.
D. Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.

Answer: A

Explanation:
Feedback:
The workflow starts normally, so the process framework is active. The failure is specific to one newly added business area and appears only at the approver-resolution layer when delegation should apply. That indicates a configuration or rule dependency tied to how delegation is resolved for that area. Correcting the rule restores the intended routing while preserving a shared, maintainable workflow model.

NEW QUESTION # 61
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A. Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.
B. Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.
C. Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.
D. Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.

Answer: A

Explanation:
Feedback:
The failure is limited to one country and occurs during the hire process, while the same field works in other countries. That indicates a setup dependency specific to that country configuration rather than a system-wide problem. Correcting the country-specific configuration controlling the field’s availability addresses the upstream cause and preserves the standardized design.

NEW QUESTION # 62
<strong>CHALLENGE 3 — Regional Manager Access for Claims Boundaries</strong> Regional claims managers request broader visibility across claims, underwriting support, and surge-team positions so they can help clear open SIT items. The HR governance owner wants regional access boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Validate assigned-scope access and target populations with representative regional managers before considering any limited exception.
B. Grant cross-region access temporarily and rely on post-SIT review to identify any inappropriate record visibility.
C. Restrict regional managers from all underwriting and surge-team positions until standard claims validation is complete.
D. Keep current access unchanged and classify all blocked SIT items as evidence that the regional model is secure.

Answer: A

Explanation:
Feedback:
This approach supports valid manager participation while preserving regional boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 63
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
B. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.
C. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
D. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.

Answer: B

Explanation:
Feedback:
The transaction itself saves, and the issue is limited to one newly added business unit. That means the core process is functioning, but the derivation dependency for that organizational scope is incomplete or misaligned. Reviewing and correcting the transaction setup for the new business unit addresses the root cause and preserves standardized processing.

NEW QUESTION # 64
......

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