Quiz 2026 SAP C_THR81_2605: SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Useful New Test Testking

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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q60-Q65):

NEW QUESTION # 60
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A. Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.
B. Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
C. Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
D. Create duplicate business unit records for the region so the rehire process can continue without changing current associations.

Answer: B

Explanation:
Feedback:
The business units already exist, and the issue appears only after recent organizational maintenance for one region. That points to a foundation data relationship problem rather than a missing object or transaction defect. Correcting the approved organizational associations addresses the upstream cause and preserves controlled availability in the rehire process.

NEW QUESTION # 61
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for a protected international assignment population. In the web-based UI, HR operations users can search the records, open the correction page, edit the relevant values, and preview the changes. For that protected population only, the final processing step returns a scope message and leaves the records unchanged.
The same users complete the process successfully for all other groups, and HR administrators can process the protected records without issue. The customer wants the operations team to handle this population only for the approved month-end process and does not want broad administrator access copied to them. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A. Temporarily move the protected population into the general operations scope during each month-end cycle and restore the restriction afterward.
B. Review the operations role permissions and target-population scope for the final processing step, then adjust only the approved execution scope required for that protected population.
C. Copy the HR administrator permissions to the operations team during each month-end cycle so the protected records can be processed without further changes.
D. Ask HR administrators to continue processing the protected international assignment population each month while operations users handle all other groups.

Answer: B

Explanation:
Feedback:
The operations users can search, open, edit, and preview the records, so most of the process path already works. The failure occurs only at the final execution layer for one protected population, which indicates a process-level authorization or target-population scope dependency rather than total lack of access. Adjusting only that approved execution scope preserves governance and restores the recurring controlled process.

NEW QUESTION # 62
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A. Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.
B. Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.
C. Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
D. Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.

Answer: C

Explanation:
Feedback:
The key artifact is that the failure is tied to event reason validity, not general access or record availability. Because only some employees fail and administrators can still edit records, the upstream dependency is most likely the configuration logic that governs when a particular event reason can be used. Reviewing and correcting the event reason assignment or mapping addresses the root cause while preserving the customer’s intended separation of transfer types.

NEW QUESTION # 63
<strong>CHALLENGE 4 — Transfer Workflow Routing for Plant Review</strong> 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. Retest representative transfer transactions across affected engineering contexts and compare reviewer outcomes.
B. Remove corporate HR visibility from pending workflow requests so plant review becomes the only visible path.
C. Apply the same position-context correction to every engineering record and assume routing will align after refresh.
D. Close workflow validation because at least one corrected engineering transfer reached the expected reviewer.

Answer: A

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 # 64
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a controlled process where approved vacant positions should become available for staffing preparation. In the web-based environment, position approval completes successfully and the status appears updated, but a subset of approved positions still does not appear in the next staffing-related step.
Positions created earlier in the project behave correctly. The affected records were all loaded during a recent hierarchy expansion and share the same new parent structure. The customer wants the consultant to preserve the position-driven operating model and avoid recreating large numbers of positions before the next test cycle.
What is the best action to take first?
Response:

A. Give staffing users broader search visibility so the approved positions appear even if the downstream readiness state is not fully aligned.
B. Recreate the newly expanded hierarchy with simplified parent structures so future positions inherit a cleaner setup automatically.
C. Allow staffing users to create requests without selecting positions until the expanded hierarchy can be rebuilt after testing.
D. Review the dependency between approved position status and downstream staffing availability for the newly expanded hierarchy, then correct the configuration or binding that is not resolving for those positions.

Answer: D

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 # 65
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