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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q72-Q77):

NEW QUESTION # 72
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A. Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.
B. Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
C. Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.
D. Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.

Answer: B

Explanation:
Feedback:
The position save succeeds and the backfill-ready state is visible, so the primary position action is functioning. The failure occurs in the downstream linked update to employee-facing vacancy indicators, and only for one newly introduced staffing segment. That points to a second-order integration dependency between the segment-specific setup and downstream propagation logic. Correcting that binding or configuration addresses the root cause while preserving the intended position-driven operating model.

NEW QUESTION # 73
A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A. Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
B. Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
C. Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
D. Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.

Answer: B

Explanation:
Feedback:
The blocking action itself succeeds and the blocked state is stored, so the primary lifecycle update is functioning. The defect appears in the next layer, where blocked positions should stop participating in downstream staffing preparation. Because only the newly introduced usage type is affected, the most likely root cause is a usage-type-specific configuration dependency controlling downstream enforcement after save.

NEW QUESTION # 74
A consultant is testing an approval process for manager-initiated changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the workflow starts and reaches the first approver, but a second approval step that should be triggered only for high-impact job changes is not added for certain transactions. The customer confirms that the second-step approver group exists and is active.
The issue is noticed only when the transaction includes a combination of compensation-related and organizational updates. The customer wants a fix that preserves the existing workflow framework and does not require maintaining parallel approval processes for each business variation.
Which action best addresses the root cause?
Response:

A. Review the business rule or condition that determines when the additional approval step should be inserted, then correct the logic for the combined transaction pattern.
B. Instruct managers to split combined changes into multiple transactions so the second-step condition is easier to trigger.
C. Create separate workflows for each combination of compensation and organizational change so the missing second step can be controlled manually.
D. Add the second approver group directly to the first step so all relevant requests receive two approvals in the same stage.

Answer: A

Explanation:
Feedback:
The workflow framework is active because the first approval step works. The failure appears only for a specific transaction combination, which points to conditional logic rather than missing approver setup. Reviewing and correcting the business rule or condition that inserts the second approval step addresses the upstream determination issue while preserving the intended workflow model.

NEW QUESTION # 75
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating employee transfers between organizational units after a recent corporate data maintenance cycle. In the web-based UI, the transfer action opens normally, but for one set of regions the target department list is incomplete even though the departments exist in the system. Users can complete transfers in other regions without issue.
HR administrators confirm that the missing departments were introduced during the latest corporate structure update and should be available only within specific organizational combinations. The customer wants the consultant to restore accurate selection behavior without weakening organizational controls or exposing departments outside their intended scope.
What is the best next step?
Response:

A. Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.
B. Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.
C. Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.
D. Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.

Answer: B

Explanation:
Feedback:
The departments already exist, and the issue is limited to regions affected by the latest corporate data update. That indicates a structural relationship or effective-dating problem in organizational data, not a missing object or general permission failure. Reviewing and correcting the department associations restores valid availability within the intended combinations while preserving organizational controls.

NEW QUESTION # 76
<strong>CHALLENGE 2 — Shared Banquet Position Context for Event Staffing</strong> A banquet assignment can be saved, but manager-facing review later displays inconsistent resort context. The guest services director asks whether the team can proceed if HR coordination verifies banquet assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Narrow the validation set and verify representative banquet assignments in the system before relying on offline confirmation.
B. Stop all housekeeping and banquet testing until every position record across all resorts is rebuilt.
C. Open all banquet positions to resort operations managers temporarily so they can confirm assignments faster during validation.
D. Proceed with offline HR verification because it preserves the remediation schedule and the assignment record saves successfully.

Answer: A

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for banquet assignment behavior. It recognizes schedule pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 77
......

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