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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Weight	Objectives
Position Management	25%	- Mass Updates & Import/Export - Position Hierarchy & Structure - Position Synchronization with Job Information
Data Management & Integration	10%	- Integration with other SuccessFactors Modules - Import Tools & Data Migration - Company Structure Overview
Data Models & Foundation Objects	25%	- Picklists, Business Rules & Event Derivation - Corporate, Succession & Country-Specific Data Models - Metadata Framework (MDF) & Generic Objects
Security & Workflows	15%	- Workflow Configuration & Approvals - Notifications & Event Reasoning - Role-Based Permissions (RBP)
Employee Central Core	25%	- Person & Employment Information - Time & Attendance Integration - Global Assignment & Concurrent Employment

>> Real SAP C_THR81_2605 Questions <<

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q29-Q34):

NEW QUESTION # 29
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A. Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
B. Recreate all positions from the newer configuration set using the same method as the earlier working positions.
C. Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
D. Give staffing users broader search access so newly approved positions appear regardless of process status.

Answer: C

Explanation:
Feedback:
The positions reach approved status, so the initial approval path is functioning. The failure appears in the next process step and only affects positions built from the newer configuration set. That points to a dependency between position status and downstream staffing readiness that is misconfigured for those newer records. Investigating and correcting that dependency resolves the root cause while preserving the intended position-driven operating model.

NEW QUESTION # 30
A consultant is validating a position-based readiness process before a succession planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A. Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.
B. Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
C. Review the dependency between the new regional segment and downstream planning-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
D. Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

Answer: C

Explanation:
Feedback:
The position update itself succeeds and the new readiness state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced regional segment. That indicates a second-order integration dependency between segment-specific setup and the propagation logic that updates planning eligibility. Correcting that dependency restores the intended end-to-end behavior while preserving the position-driven model.

NEW QUESTION # 31
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A. Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
B. Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.
C. Create a separate workflow for the new business population so the escalation review step is always included for those requests.
D. Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.

Answer: A

Explanation:
Feedback:
The workflow itself is active because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a rule-precedence or conditional routing dependency rather than a missing workflow setup. Correcting the logic resolves the upstream cause while keeping the shared workflow model maintainable.

NEW QUESTION # 32
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

A. Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
B. Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.
C. Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.
D. Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.

Answer: D

Explanation:
Feedback:
The issue is not a missing value but an over-broad filtered list. Because the behavior is isolated to one newly activated structure, the most likely cause is a misaligned master-data relationship controlling which locations should appear after company and division are selected. Correcting that association restores controlled selection and protects downstream routing and reporting accuracy.

NEW QUESTION # 33
<strong>CHALLENGE 1 — Business Unit References for Insurance Employee Records</strong> A remediation tester finds that affected insurance employee records reference business unit values adjusted after their related position records were first validated. Comparable branch records reference unchanged values and review correctly.
Which validation sequence is most appropriate?
Response:

A. Expand compliance manager access first so all affected records can be reviewed without checking references.
B. Change compliance workflow routing first because the affected requests remain with corporate HR administrators.
C. Validate affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
D. Copy branch business unit values into affected insurance records because branch records review correctly.

Answer: C

Explanation:
Feedback:
This sequence follows the dependency from business unit references to employee and position context before selecting a correction approach. It avoids treating routing or visibility as the first remediation layer.

NEW QUESTION # 34
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