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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Position Management	- Position management setup 1. Position object configuration 2. Position hierarchies - Integration with Employee Central 1. Business rules for position management 2. Position-to-employee mapping
Employee Data Management	- Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes - Data maintenance 1. Personal and employment data 2. Workflow and approvals
Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
Reporting and Integration	- Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting - Integration concepts 1. API and data integration basics 2. Integration with SAP systems
SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Company structure 2. Job structure - Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q185-Q190):

NEW QUESTION # 185
CHALLENGE 4 — Employee Data Workflow for Compliance Review The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A. Compliance reviewers receive notification emails for some successful branch employee changes.
B. Corporate HR can approve every pending request before the remediation summary is submitted.
C. The team can manually list which insurance requests remain pending with corporate HR.
D. Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.

Answer: D

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

NEW QUESTION # 186
CHALLENGE 1 — Campus Reference Alignment for Employee Creation Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether all workflow notifications for facilities changes use the same message template.
B. Whether HR administration can manually override service unit association during the planning meeting.
C. Whether operations managers can approve facilities position changes without reviewing employee context.
D. Whether affected records reference campus or service unit values that were corrected after initial department setup.

Answer: D

Explanation:
Feedback:
The scenario suggests a second-order dependency between corrected service unit references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader rework.

NEW QUESTION # 187
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a scheduled load of future position-holder changes before a controlled staffing review. The import file processes successfully for most rows, but several rows finish with no update because the affected positions are still marked as inactive for the future effective period in the web-based environment.
Current-period records for those same positions remain valid. The customer wants the future staffing changes loaded this week, but they do not want the consultant to activate positions earlier than planned or bypass lifecycle controls. The monthly administrative load must remain reusable for later cycles without separate manual fixes.
What is the best next step?
Response:

A. Change all affected positions to active immediately so the future holder load can post in the current cycle without further checks.
B. Remove the inactive positions from all future import files and ask HR administrators to enter holder changes manually when the period begins.
C. Retry the failed rows with broader administrative permissions so the import can override the inactive future state for this cycle.
D. Adjust the future position lifecycle setup or effective handling for the affected records, then rerun only the rows once the future period supports valid holder updates.

Answer: D

Explanation:
Feedback:
The observable artifact is that rows complete without updating because the target positions are not yet valid for the future effective period. The issue is not a general import failure, because most rows succeed. The upstream dependency is lifecycle timing: position-holder updates depend on the future position state being valid at the intended effective date. Correcting that timing or lifecycle setup preserves the planned activation schedule and creates a reusable administrative process.

NEW QUESTION # 188
CHALLENGE 3 — Resort Manager Access for Hospitality Boundaries A resort operations manager can access employees in one assigned housekeeping department but cannot view a banquet position that belongs to their resort responsibility. Another unassigned conference-center position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the resort manager should be given access to all records until the banquet position list is corrected.
B. Whether the employee creation import should be reloaded before any access testing continues.
C. Whether HR coordination can review the banquet position instead of the resort manager during remediation.
D. Whether the permission role, target population, and resort 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 resort access boundary model.

NEW QUESTION # 189
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A. Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
B. Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.
C. Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
D. Export the affected positions, assign them new identifiers, and reload them under a different position type.

Answer: A

Explanation:
Feedback:
The key artifact is a state mismatch: approval is complete, yet downstream staffing availability does not follow. Because only positions in the new parent structure are affected, the likely second-order cause is not the approval itself but the binding between hierarchy setup and the next process step. Correcting that dependency repairs the upstream cause without abandoning the position-driven design.

NEW QUESTION # 190
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