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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Data Management	- Data maintenance 1. Personal and employment data 2. Workflow and approvals - Employee lifecycle events 1. Hire, rehire, termination processes 2. Job and compensation changes
Topic 2: SAP SuccessFactors Employee Central Overview	- Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics - Employee Central configuration basics 1. Job structure 2. Company structure
Topic 3: Position Management	- Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management - Position management setup 1. Position hierarchies 2. Position object configuration
Topic 4: Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Topic 5: Reporting and Integration	- Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports - Integration concepts 1. Integration with SAP systems 2. API and data integration basics

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q208-Q213):

NEW QUESTION # 208
A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A. Create a separate workflow for the new service population so the governance review step is always included for those requests.
B. Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.
C. Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.
D. Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.

Answer: B

Explanation:
Feedback:
The workflow engine is functioning because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a routing-rule or rule-precedence problem rather than missing workflow activation. Correcting that logic addresses the root cause and preserves the shared workflow structure.

NEW QUESTION # 209
<strong>CHALLENGE 1 — Campus Reference Alignment for Employee Creation</strong> 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 affected records reference campus or service unit values that were corrected after initial department setup.
D. Whether operations managers can approve facilities position changes without reviewing employee context.

Answer: C

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 # 210
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a monthly administrative import of employee job dat a. The import completes, but a subset of rows is rejected because the updates refer to records that already have future-dated changes scheduled for the same employees.
The customer needs the current month’s administrative corrections loaded before payroll validation, but they do not want to overwrite the future-approved changes or flatten the timeline of planned updates. The failed rows are concentrated in one business area that recently completed workforce planning. The consultant must choose an action that preserves date-based data integrity while keeping the recurring import process usable.
What is the best next step?
Response:

A. Load all rejected corrections using today’s date only, then recreate the future changes manually after payroll validation is finished.
B. Exclude the affected employees from the monthly import permanently and maintain them only through direct web-based edits.
C. Delete the future-dated records for the affected employees so the monthly correction import can be applied cleanly to the current rows.
D. Review the rejected rows against the existing future-dated timeline and adjust the import handling so the current correction fits without overwriting the approved future changes.

Answer: D

Explanation:
Feedback:
The observable artifact is a rejection caused by overlap with existing future-dated changes. Because the customer must preserve approved future records, the correct response is to align the current correction with the existing effective timeline rather than removing or bypassing date controls. This addresses the real dependency: administrative imports must respect already scheduled record sequences.

NEW QUESTION # 211
A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A. Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.
B. Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.
C. Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.
D. Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.

Answer: D

Explanation:
Feedback:
The key artifact is that managers can access the transaction but cannot submit it for one protected population, while HR administrators can. That indicates the process configuration is working and the issue lies in authorization scope or target population settings. Adjusting only the manager permissions and scope for the approved population restores the intended process while preserving governance.

NEW QUESTION # 212
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A. Build a separate regional workflow so the compliance review step can be forced for that population.
B. Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.
C. Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
D. Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.

Answer: C

Explanation:
Feedback:
The workflow framework is active because the request saves and starts correctly. The missing step appears only when a combined condition is present and only for one newly added region, which points to a conditional determination problem rather than missing workflow activation. Correcting the rule that inserts the compliance review step addresses the actual dependency while preserving a maintainable shared workflow model.

NEW QUESTION # 213
......

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