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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Configuration and Integration	- MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations - Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management
Topic 2: Employee Central Core Configuration	- Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts - Employee master data management 1. Personal data and employment records 2. Job information and employment details
Topic 3: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Workflow and approval processes 2. Transfers, promotions, and compensation changes - Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow
Topic 4: Position Management	- Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance - Position model configuration 1. Position object structure and relationships 2. Position-to-job and organizational alignment

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q48-Q53):

NEW QUESTION # 48
CHALLENGE 1 — Resort Reference Alignment for Banquet Records During template remediation, most employee records can be created successfully, but selected banquet coordinator records show a department association that does not match the expected resort context. Several conference service values were updated after the initial template build.
Which action best supports a controlled remediation decision?
Response:

A. Rework all resort, department, employee, and position records because any post-build conference service update invalidates the template.
B. Give resort operations managers access to all banquet records so they can manually review and correct department associations.
C. Continue seasonal validation because the employee records save successfully and the associations can be reviewed after simulations begin.
D. Compare affected records against active resort, department, and conference service values, then correct only records with confirmed dependency impact.

Answer: D

Explanation:
Feedback:
This option validates the dependency between updated conference service values and affected employee records before deciding correction scope. It supports template remediation without assuming the entire configuration population is invalid.

NEW QUESTION # 49
CHALLENGE 3 — Operations Manager Access for Campus Boundaries An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

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

NEW QUESTION # 50
CHALLENGE 4 — Position Change Routing for Resort Review A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A. Whether every resort operations manager should be added to all position-change workflows during remediation.
B. Whether HR coordination can approve all position changes centrally until seasonal validation begins.
C. Whether the workflow notification text tells users that banquet requests may remain with HR coordination.
D. Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.

Answer: D

Explanation:
Feedback:
The resort manager can approve other changes, so workflow configuration may not be broadly incorrect. The affected banquet change should be traced through employee context, position assignment, and resort responsibility before workflow rules are adjusted.

NEW QUESTION # 51
CHALLENGE 4 — Transfer Workflow Routing for Plant Review After a targeted correction to engineering position context, one transfer routes to the expected plant reviewer. Another comparable engineering transfer still remains with corporate HR.
Which next step best avoids a partial-fix trap?
Response:

A. Remove corporate HR visibility from pending workflow requests so plant review becomes the only visible path.
B. Retest representative transfer transactions across affected engineering contexts and compare reviewer outcomes.
C. Close workflow validation because at least one corrected engineering transfer reached the expected reviewer.
D. Apply the same position-context correction to every engineering record and assume routing will align after refresh.

Answer: B

Explanation:
Feedback:
One successful request does not prove that the correction works across comparable engineering contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

NEW QUESTION # 52
A consultant is validating a position freeze process in SAP SuccessFactors Employee Central and Position Management before quarter-end planning. In the public cloud web-based environment, HR specialists can update a position to a frozen status and save successfully. The frozen status is visible on the position record, but for a subset of positions the expected restriction on downstream editing does not take effect, and users can still change selected planning-related attributes afterward.
Older positions using a previous configuration path behave correctly. The customer wants the freeze logic corrected without introducing manual monitoring by HR operations, because the same process will be reused during future planning cycles. The affected records were all created under a newly introduced position subtype.
What should the consultant investigate first?
Response:

A. Review the dependency between the new position subtype and freeze-state enforcement, then correct the configuration controlling edit restrictions after freeze.
B. Ask HR operations to review frozen positions manually and reverse any planning changes made after the freeze status is applied.
C. Give planners broader training guidance on which frozen positions should not be edited, even if the fields remain open.
D. Recreate the affected positions under the older subtype so the freeze behavior matches earlier records.

Answer: A

Explanation:
Feedback:
The freeze update itself saves and is visible, so the primary position-status change is functioning. The failure appears in the next dependency layer: enforcement of edit restrictions after freeze. Because only the newly introduced subtype is affected, the most likely second-order cause is a subtype-specific configuration dependency controlling freeze behavior. Correcting that setup restores lifecycle control without manual monitoring.

NEW QUESTION # 53
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