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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. Workflow and approval processes 2. Transfers, promotions, and compensation changes
Position Management	- Position lifecycle processes 1. Position creation and maintenance 2. Position hierarchy and reporting structure - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships
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)
Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management - MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q14-Q19):

NEW QUESTION # 14
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary assignment changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the transaction routes directly to the final approver when both a temporary assignment flag and a position-linked change are included.
Other populations with the same combination still pass through the intended intermediate review step. The customer wants to preserve the shared workflow model because separate regional workflows would increase maintenance effort after go-live. The consultant must correct the routing without changing the underlying business process design.
What is the best corrective action?
Response:

A. Create a separate regional workflow so requests from the new population always include the intermediate review step.
B. Ask managers in the new regional population to submit these requests through HR administrators until the workflow design can be simplified later.
C. Review the routing rule or condition precedence for the new regional population, then correct the logic for requests that combine temporary assignment with a position-linked change.
D. Add the intermediate reviewer directly to the final approval step so all affected requests still receive additional oversight.

Answer: C

Explanation:
Feedback:
The workflow framework is functioning because requests save and route. The failure occurs only for one newly added population and only when two conditions are combined. That points to a rule-precedence or routing-condition dependency rather than a missing workflow setup. Correcting the logic addresses the upstream cause while preserving a shared, maintainable workflow design.

NEW QUESTION # 15
<strong>CHALLENGE 4 — Employee Data Workflow for Compliance Review</strong> A tester suggests changing workflow routing so insurance employee changes always go directly to a compliance reviewer, regardless of employee and position context. This would reduce pending corporate HR items before the regulated review.
Why is this approach less appropriate?
Response:

A. It prevents HR partners from updating branch employee records.
B. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
C. It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
D. It is less appropriate because corporate HR must always approve insurance employee changes.

Answer: B

Explanation:
Feedback:
The scenario indicates routing works in some comparable contexts, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 16
<strong>CHALLENGE 2 — Department Position Control for Manager Updates</strong> Position-update transactions are inconsistent only when the department context differs from the manager responsibility assignment prepared earlier. One update works, while another comparable update remains pending with HR shared services.
What is the most appropriate validation checkpoint?
Response:

A. Confirm that all managers can see the same list of position updates across the full network.
B. Confirm that the position update form contains all mandatory fields before submission.
C. Confirm that HR shared services users can approve the position update if the department manager does not receive it.
D. Confirm that the position record, department context, and assigned manager responsibility align for the affected transaction.

Answer: D

Explanation:
Feedback:
The scenario points to a dependency between position context and manager responsibility. Validating that alignment directly tests why one comparable update routes as expected while another does not.

NEW QUESTION # 17
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

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

Answer: A

Explanation:
Feedback:
The missing business unit 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-business unit association restores proper filtered availability while preserving governance and the standard process design.

NEW QUESTION # 18
A consultant is supporting a scheduled import of future-dated employee holiday-calendar corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end payroll review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for employment-detail changes in the same effective period.
The customer wants the holiday-calendar corrections preserved without deleting the already approved future requests, because those requests are part of an approved operating plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.
B. Delete the approved future employment-detail workflow requests, then rerun the warning rows so the holiday-calendar corrections can load without conflict.
C. Adjust the import handling for employees with overlapping approved future changes so the holiday-calendar correction fits into the effective-dated timeline without replacing later records.
D. Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.

Answer: C

Explanation:
Feedback:
The warnings are selective and tied to employees with approved future changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the real cause while preserving validated future actions and keeping the monthly process reusable.

NEW QUESTION # 19
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