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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
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
Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Transfers, promotions, and compensation changes 2. Workflow and approval processes - Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow
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 Recruiting Management 2. Integration with Payroll and Time Management (overview)
Employee Central Core Configuration	- Employee master data management 1. Job information and employment details 2. Personal data and employment records - Data models and foundation objects 1. Corporate data model and configuration concepts 2. Foundation objects and generic objects (MDF)

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q183-Q188):

NEW QUESTION # 183
CHALLENGE 1 — Business Unit References for Insurance Employee Records During template remediation, most branch employee updates validate correctly, but selected insurance claims supervisor records show a business unit relationship that does not match the expected legal entity context. Insurance division business unit values were adjusted after the initial foundation data load.
Which action best supports a controlled remediation decision?
Response:

A. Reload all foundation, employee, and position records because any post-load business unit adjustment invalidates the full remediation population.
B. Continue regulated workforce review because the employee records can be updated and the context can be reviewed later.
C. Compare affected records against active legal entity and business unit values, then correct only records with confirmed dependency impact.
D. Give compliance managers access to all insurance employee records so they can manually review and correct legal entity context.

Answer: C

Explanation:
Feedback:
This option validates the dependency between adjusted business unit values and affected employee records before deciding correction scope. It supports targeted remediation without assuming the entire population requires reload.

NEW QUESTION # 184
CHALLENGE 3 — Regional Manager Access for Claims Boundaries HR operations proposes a temporary permission change that lets regional managers view all surge-team records while keeping standard claims records restricted by region. The proposal would clear blocked assignments quickly.
Which concern should drive the consultant’s recommendation?
Response:

A. The proposal proves that the original permissions are correct because only surge-team records need expansion.
B. The proposal may preserve some claims restrictions but still obscure whether surge-team target populations follow the intended regional coverage model.
C. The proposal is unacceptable because regional managers should never participate in position validation.
D. The proposal should be accepted because surge-team positions are temporary and do not require governance evidence.

Answer: B

Explanation:
Feedback:
The proposed change improves throughput but can still mask whether surge-team access boundaries work as designed. The consultant should evaluate assigned-scope access before accepting even a limited exception.

NEW QUESTION # 185
CHALLENGE 2 — Department Position Control for Manager Updates A department manager can initiate a position update for one clinic department, but a comparable update in a rehabilitation department remains with HR shared services instead of reaching the expected reviewer. HR suggests completing the remaining updates centrally to keep the schedule.
Which response best preserves the value of the validation cycle?
Response:

A. Allow HR shared services to complete the remaining updates centrally because the position records can still be changed.
B. Assign every department manager to all open position updates so that no request remains with HR shared services.
C. Validate position department context and manager responsibility assignments before deciding whether HR completion is appropriate.
D. Stop position-update testing until every department and manager record in the network is manually reviewed.

Answer: C

Explanation:
Feedback:
This option validates the relationship between position context and manager responsibility before accepting a workaround. It preserves evidence about the manager-facing position-control process, which is central to the template cycle.

NEW QUESTION # 186
CHALLENGE 3 — District Manager Access for Municipal Boundaries A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station position appears in their review list.
What should the consultant validate first?
Response:

A. Whether HR services can review the mobile repair position instead of the district manager during UAT.
B. Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
C. Whether the district manager should be given access to all records until the mobile repair position list is corrected.
D. Whether the employee creation import should be reloaded before any access testing continues.

Answer: B

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 district access boundary model.

NEW QUESTION # 187
A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A. Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.
B. Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.
C. Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.
D. Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.

Answer: A

Explanation:
Feedback:
The key artifact is that managers can access the transaction but cannot submit it for one protected population, while HR administrators can. That indicates the process configuration is working and the issue lies in authorization scope or target population settings. Adjusting only the manager permissions and scope for the approved population restores the intended process while preserving governance.

NEW QUESTION # 188
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