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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Employee Data Management	- Employee lifecycle events 1. Hire, rehire, termination processes 2. Job and compensation changes - Data maintenance 1. Personal and employment data 2. Workflow and approvals
Reporting and Integration	- Integration concepts 1. Integration with SAP systems 2. API and data integration basics - Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports
SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Job structure 2. Company structure - Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects
Position Management	- Position management setup 1. Position hierarchies 2. Position object configuration - Integration with Employee Central 1. Business rules for position management 2. Position-to-employee mapping
Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions

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2026 SAP C_THR81_2605: Valid PDF SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) VCE

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q144-Q149):

NEW QUESTION # 144
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee’s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A. Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.
B. Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
C. Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.
D. Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.

Answer: A

Explanation:
Feedback:
The transaction itself saves successfully, so the primary action path is functioning. The failure is limited to one newly introduced employee category and affects only a post-save employee-data outcome. That points to a category-specific derivation or action dependency rather than a general transaction failure. Reviewing and correcting that dependency restores the intended automated behavior while keeping one standardized process.

NEW QUESTION # 145
A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A. Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
B. Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
C. Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
D. Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.

Answer: D

Explanation:
Feedback:
The department exists, and the issue is limited to a newly added regional structure after recent corporate data maintenance. That points to a relationship problem in foundation data rather than a missing object or UI defect. Correcting the company-division-department association restores the intended filtered availability while preserving controlled organizational scope.

NEW QUESTION # 146
A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review cycle. HR operations users can search records, open the correction page, and prepare updates for all approved populations. For one sensitive regional population, the preview step works and the changed values are visible, but the final process completes without committing those rows and returns an access-scope message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this population only for the defined monthly correction process, without broad administrator rights and without weakening the stricter regional governance boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A. Copy the administrator permissions to the operations team during the monthly cycle so the final processing step can complete for the restricted rows.
B. Ask HR administrators to process the sensitive regional population separately every month while operations users continue with the rest of the workforce.
C. Temporarily move the sensitive regional population into the general operations scope during each monthly cycle and restore the current restriction afterward.
D. Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that regional population.

Answer: D

Explanation:
Feedback:
The users can search, open, and preview the target records, which confirms that visibility and preliminary process access already exist. The failure occurs only at the final execution layer for one protected regional population, indicating a process-level authorization or target-population scope dependency rather than a complete access failure. Adjusting only the approved execution scope restores the required recurring process while preserving the governance boundary.

NEW QUESTION # 147
<strong>CHALLENGE 4 — Workflow Routing for Cross-Regional Position Changes</strong> A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text clearly explains that approver assignment may vary during testing.
B. Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.
C. Whether all regional managers can be added as approvers to every position-change workflow.
D. Whether HR specialists can bypass the approval step for test records until routing is stabilized.

Answer: B

Explanation:
Feedback:
The workflow behavior may depend on position and organizational data that was affected by earlier sequencing. Validating that context first prevents changing workflow rules to compensate for unstable source data.

NEW QUESTION # 148
<strong>CHALLENGE 1 — Engineering Department References for Transfer Records</strong> Production transfers and engineering-center transfers use the same employee update process, yet only some engineering-center records show incorrect plant context after review. Corporate HR wants to avoid broad reprocessing unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether all workflow notifications for engineering transfers use the same message template.
B. Whether corporate HR analysts can manually override plant association during the weekly planning cycle.
C. Whether plant managers can approve engineering transfers without reviewing employee position context.
D. Whether affected records reference plant or engineering department values adjusted during final cutover preparation.

Answer: D

Explanation:
Feedback:
The scenario suggests a second-order dependency between adjusted department references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader reprocessing.

NEW QUESTION # 149
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