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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: 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
Topic 2: Employee Central Core Configuration	- Employee master data management 1. Personal data and employment records 2. Job information and employment details - Data models and foundation objects 1. Corporate data model and configuration concepts 2. Foundation objects and generic objects (MDF)
Topic 3: Position Management	- Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance - Position model configuration 1. Position object structure and relationships 2. Position-to-job and organizational alignment
Topic 4: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Workflow and approval processes 2. Transfers, promotions, and compensation changes - Hiring and onboarding processes 1. Onboarding data flow 2. Recruit-to-hire integration concepts

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q85-Q90):

NEW QUESTION # 85
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. Reclassify affected employees temporarily into an older segment so the existing return process can be reused without further setup changes.
B. Ask HR operations to update the regular shift indicator manually for the new segment until the pilot period is complete.
C. Review the post-save derivation or action configuration for the new segment, then correct the dependency controlling the regular shift indicator update.
D. Give managers direct edit access to the regular shift indicator so they can complete the missing update during the same transaction.

Answer: C

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 # 86
A consultant is validating a controlled employee data correction process in a web-based SAP SuccessFactors Employee Central tenant before month-end operations. HR operations users can open employee records and preview changes for a restricted regional population, but the final submit action is unavailable only for that group.
HR administrators can submit the same correction successfully. The customer wants the approved operations team to handle this process for the restricted region without extending broad administrator access, because the data is sensitive and audit review depends on preserving current control boundaries. The consultant must restore the process in a repeatable way for recurring monthly use.
What is the best corrective action?
Response:

A. Temporarily move the restricted regional population into the general operations scope during each month-end cycle and restore it afterward.
B. Copy the administrator role permissions to the operations team for the restricted region so the submit action appears consistently.
C. Review the operations role permissions and target population settings for the specific correction process, then adjust only the authorized submit scope required for that restricted region.
D. Ask HR administrators to process the restricted region each month and keep operations users assigned only to nonrestricted populations.

Answer: C

Explanation:
Feedback:
The users can open records and preview changes, so the basic process and data visibility are present. The missing submit action for one protected region points to a permission scope or target population issue at the final execution layer. Adjusting only the authorized submit scope preserves governance while enabling the approved recurring process.

NEW QUESTION # 87
<strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> A branch position change routes to the expected compliance operations manager, but a comparable insurance division position change remains with corporate HR administrators. The position records were validated before some responsibility assignments were updated.
Which validation action best distinguishes position responsibility behavior from a general workflow concern?
Response:

A. Assign every compliance manager to every insurance position change so no request remains pending.
B. Test representative branch and insurance position changes against position context and compliance responsibility assignments.
C. Remove business unit context from insurance positions so reviewer determination does not depend on it.
D. Route all insurance position changes directly to corporate HR administrators until the regulated review is complete.

Answer: B

Explanation:
Feedback:
This action tests whether position context and responsibility assignments drive the inconsistent reviewer determination. It avoids assuming that workflow configuration is broadly incorrect.

NEW QUESTION # 88
<strong>CHALLENGE 3 — Operations Manager Access for Campus Boundaries</strong> Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Keep current access unchanged and classify all blocked planning items as evidence that the campus model is secure.
B. Grant cross-campus access temporarily and rely on post-planning review to identify any inappropriate record visibility.
C. Restrict operations managers from all facilities positions until academic department validation is fully complete.
D. Validate assigned-scope access and target populations with representative operations managers before considering any limited exception.

Answer: D

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

NEW QUESTION # 89
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A. Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.
B. Create a separate workflow for the new business population so the escalation review step is always included for those requests.
C. Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.
D. Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.

Answer: D

Explanation:
Feedback:
The workflow itself is active because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a rule-precedence or conditional routing dependency rather than a missing workflow setup. Correcting the logic resolves the upstream cause while keeping the shared workflow model maintainable.

NEW QUESTION # 90
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