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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position Object Configuration 1. Position-to-Job Mapping 2. Position Hierarchies and Relationships - Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement
Topic 2: Employee Central Core	- Data Models 1. Succession Data Model Overview 2. HRIS Elements Configuration - Foundation Objects 1. Generic Objects (MDF basics) 2. Legal Entity and Organizational Structures
Topic 3: Business Configuration	- Configuration Tools 1. Manage Business Configuration (BCUI) 2. Employee Central Settings
Topic 4: Employee Data Management	- Employment Information 1. Job Information and Compensation Information 2. Personal and Employment Records
Topic 5: Reporting and Integration	- Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts - Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview
Topic 6: Security and Permissions	- Role-Based Permissions 1. Permission Groups and Roles 2. Field-Level Security

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q136-Q141):

NEW QUESTION # 136
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee’s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A. Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
B. Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
C. Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
D. Broaden location visibility for all related structures so users see the same combined location list during internal moves.

Answer: B

Explanation:
Feedback:
The issue is not a missing set of locations but an over-broad filtered list. Because the problem is limited to one newly activated structure, the most likely root cause is a misaligned relationship in foundation data controlling location scope. Correcting that organizational association restores controlled selection and supports downstream reporting accuracy without changing the process design.

NEW QUESTION # 137
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-group corrections before a monthly governance review. The file processes correctly for most employees, but several rows complete with warnings and leave the target records unchanged. All warning rows belong to employees who already have approved future workflow requests for temporary work-status changes in the same effective period.
The customer wants the probation-group corrections preserved without deleting the approved future requests, because those requests have already been validated as part of the operating plan. They also do not want a recurring manual exception process for employees who have future approved actions. The consultant must restore a repeatable administrative load while respecting lifecycle control in the web-based environment.
What is the best next step?
Response:

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

Answer: B

Explanation:
Feedback:
The warning pattern is selective and tied to employees with already approved future changes in the same period. That indicates an effective-dating and lifecycle dependency rather than a broad import failure or missing access. 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 # 138
A consultant is validating a position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A. Recreate the affected positions under an older family so the existing hold behavior applies immediately.
B. Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.
C. Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
D. Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.

Answer: B

Explanation:
Feedback:
The hold action saves and the status is displayed, so the primary lifecycle action works. The failure occurs in the next layer, where held positions should be restricted from downstream planning. Because only the newly introduced position family is affected, the most likely root cause is a family-specific configuration dependency controlling enforcement after save. Correcting that dependency restores the intended lifecycle behavior without changing the underlying design.

NEW QUESTION # 139
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A. Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.
B. Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
C. Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
D. Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.

Answer: A

Explanation:
Feedback:
The observable artifact is a missing default value for only one newly enabled country, while the field itself is present and the hire flow remains active. That points to a country-specific setup dependency rather than a broad permission issue or missing field design. Correcting the configuration that drives defaulting during hire creation resolves the upstream cause and preserves the standardized hiring process.

NEW QUESTION # 140
<strong>CHALLENGE 3 — Regional Manager Access for Claims Boundaries</strong> The project team has two access options: maintain strict regional boundaries and leave several valid manager test cases blocked, or grant broad regional visibility and complete all test cases quickly. Which option best supports the SIT objective?
Response:

A. Adjust roles and target populations to support assigned manager responsibilities, then retest blocked and out-of-scope records.
B. Move access validation to a later phase and let HR operations complete all manager-facing test cases.
C. Grant broad visibility for all regional managers because complete test execution is more important than access evidence.
D. Maintain strict boundaries without adjustment because blocked access always confirms secure design.

Answer: A

Explanation:
Feedback:
This option balances two governance needs: enabling valid work and preserving boundary evidence. It directly tests whether configured roles and target populations match the intended operating model.

NEW QUESTION # 141
......

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