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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Platform Foundations & Permissions	- Admin Center and system navigation - Metadata Framework (MDF) and picklists - Business Rules Engine and event derivation - Role-Based Permissions (RBP) configuration
Topic 2: Data Management & Transactions	- Event reasons and business rules automation - Hire, rehire, termination and transfer processes - Concurrent employment and global assignments - Import/export tools and validation
Topic 3: Employee Central Core Configuration	- Corporate and Country-Specific Data Models - Person, Employment and Job Information objects - Foundation Objects and organizational structure - Workflow configuration and approvals
Topic 4: Position Management	- Position object setup and hierarchy - Mass changes and data import/export - Company Structure Overview - Integration between Position and Job Information

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q203-Q208):

NEW QUESTION # 203
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A. Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.
B. Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.
C. Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.
D. Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.

Answer: B

Explanation:
Feedback:
The failure is limited to one country and occurs during the hire process, while the same field works in other countries. That indicates a setup dependency specific to that country configuration rather than a system-wide problem. Correcting the country-specific configuration controlling the field’s availability addresses the upstream cause and preserves the standardized design.

NEW QUESTION # 204
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A. Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
B. Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
C. Export the affected positions, assign them new identifiers, and reload them under a different position type.
D. Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.

Answer: A

Explanation:
Feedback:
The key artifact is a state mismatch: approval is complete, yet downstream staffing availability does not follow. Because only positions in the new parent structure are affected, the likely second-order cause is not the approval itself but the binding between hierarchy setup and the next process step. Correcting that dependency repairs the upstream cause without abandoning the position-driven design.

NEW QUESTION # 205
<strong>CHALLENGE 1 — Store Reference Timing for Employee Import Results</strong> During cutover rehearsal, most employee imports complete successfully, but selected warehouse shift-lead records show an unexpected district association in manager-facing review. Store-level reference values were corrected after the initial employee import.
Which action best supports a controlled correction path?
Response:

A. Compare affected records against active store and district values, then correct or re-import only records with confirmed dependency impact.
B. Re-import all employee and position records because any post-import store correction invalidates the rehearsal dataset.
C. Give district managers access to all warehouse employee records so they can review and correct the district association manually.
D. Continue final manager testing because the import completed successfully and the district association can be reviewed later.

Answer: A

Explanation:
Feedback:
This option validates the relationship between corrected reference values and affected employee records before deciding correction scope. It avoids a full re-import while still requiring evidence that the district association is stable for final manager testing.

NEW QUESTION # 206
<strong>CHALLENGE 4 — Position Change Routing for Regional Review</strong> A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A. It prevents HR operations from creating employee records for underwriting support employees.
B. It is less appropriate because workflow routing should always be completed by HR operations in SIT.
C. It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.
D. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.

Answer: D

Explanation:
Feedback:
The scenario indicates that routing works for some comparable cases, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 207
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. Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
B. Give staffing users broader search access so newly approved positions appear regardless of process status.
C. Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
D. Recreate all positions from the newer configuration set using the same method as the earlier working positions.

Answer: A

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 # 208
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