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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q216-Q221):

NEW QUESTION # 216
A consultant is testing a workflow for manager-submitted temporary cost-center reassignment requests 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 operational population, requests that include both a temporary end date and a position-linked budget impact bypass the intended review queue and go directly to the standard approval step.
Existing populations with the same combination still route through the intended review queue. 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 approval process.
What is the best corrective action?
Response:

A. Add the intended reviewers directly to the standard approval step so affected requests still receive some oversight before completion.
B. Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked budget impact.
C. Ask managers in the new operational population to stop submitting these temporary reassignment requests until the workflow model is revised later.
D. Create a separate workflow for the new operational population so the review queue is always included for those requests.

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 conditional routing or rule-precedence issue rather than missing workflow activation. Correcting that logic addresses the root cause while preserving the shared workflow structure.

NEW QUESTION # 217
<strong>CHALLENGE 2 — Shared Maintenance Position Context Across Terminals</strong> Maintenance positions are available during assignment, but some assigned maintenance planners show terminal context that does not match the shared maintenance model. Dockside crew assignments behave as expected.
Which validation action best distinguishes maintenance position behavior from a general employee creation concern?
Response:

A. Convert affected maintenance positions into dockside crew positions so they follow the working dockside assignment pattern.
B. Test representative maintenance position assignments and manager-facing review results against the intended work-area and terminal context.
C. Ask HR data administration to complete all maintenance assignments centrally until configuration testing starts.
D. Remove terminal context from maintenance positions so assignment can be completed without terminal-based validation.

Answer: B

Explanation:
Feedback:
This action tests whether maintenance position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared maintenance model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 218
A consultant is validating a position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A. Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.
B. Recreate the affected positions under an older family so the existing hold behavior applies immediately.
C. Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
D. Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.

Answer: D

Explanation:
Feedback:
The hold action saves and the status is displayed, so the primary lifecycle action works. The failure occurs in the next layer, where held positions should be restricted from downstream planning. Because only the newly introduced position family is affected, the most likely root cause is a family-specific configuration dependency controlling enforcement after save. Correcting that dependency restores the intended lifecycle behavior without changing the underlying design.

NEW QUESTION # 219
A consultant is supporting a scheduled import of future-dated employee supervisor adjustments in a public cloud SAP SuccessFactors Employee Central tenant before a monthly validation cycle. The file processes correctly for most rows, but a subset completes with warnings and leaves the affected employees unchanged. Those employees already have approved future workflow requests for organizational reassignment in the same effective period.
The customer wants the supervisor adjustment preserved without deleting the approved reassignment requests, because those requests were already validated by regional HR. They also do not want a permanent manual exception path for employees who have approved future changes. The consultant must keep the administrative load repeatable and governance-aligned.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
B. Adjust the import handling for employees with overlapping approved future changes so the supervisor adjustment fits into the effective-dated timeline without replacing later records.
C. Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.
D. Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.

Answer: B

Explanation:
Feedback:
The warnings are selective and tied to employees with already approved future changes in the same effective period. That indicates a lifecycle and effective-dating dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved timeline preserves validated workflow outcomes and supports a repeatable monthly process.

NEW QUESTION # 220
A consultant is supporting a scheduled administrative load of future-dated employee assignment corrections in a public cloud SAP SuccessFactors Employee Central tenant. The import finishes with mixed results: many rows post successfully, but a subset is skipped because the target employees already have approved changes for an overlapping future period.
Current data remains intact, and no broad system error is shown in the web-based environment. The customer wants the current administrative correction preserved without deleting the already approved future records, because those future changes were part of a signed regional planning cycle. The monthly load must remain reusable without creating a permanent manual exception path for the affected employees.
What is the best next step?
Response:

A. Exclude the affected employees from all future imports and require HR administrators to maintain those cases directly in the web-based UI.
B. Delete the overlapping approved future records, then rerun the skipped rows so the current administrative correction can be loaded without conflict.
C. Retry the skipped rows with broader administrative access so the import can override the future-dated conflict during this monthly cycle.
D. Adjust the import handling for employees with overlapping future-dated changes so the current correction fits the approved timeline without replacing later records.

Answer: D

Explanation:
Feedback:
The import is not failing globally, which shows the file and process path are broadly valid. The skipped rows are linked to employees with overlapping approved future changes, which indicates a lifecycle and effective-dating dependency rather than bad file structure or missing access. Adjusting the import handling so the correction coexists with the approved timeline resolves the root cause while preserving both current and future data integrity.

NEW QUESTION # 221
......

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