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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information
Topic 2: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Topic 3: Security and Permissions	- Role-Based Permissions 1. Field-Level Security 2. Permission Groups and Roles
Topic 4: Position Management	- Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement - Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping
Topic 5: 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
Topic 6: Reporting and Integration	- Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts - Reporting Tools 1. Stories and Analytics Overview 2. Ad Hoc Reports

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C_THR81_2605試験内容 & C_THR81_2605ファンデーション

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) 認定 C_THR81_2605 試験問題 (Q10-Q15):

質問 # 10
CHALLENGE 3 — Regional Manager Access for Claims Boundaries Regional claims managers request broader visibility across claims, underwriting support, and surge-team positions so they can help clear open SIT items. The HR governance owner wants regional access boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Validate assigned-scope access and target populations with representative regional managers before considering any limited exception.
B. Grant cross-region access temporarily and rely on post-SIT review to identify any inappropriate record visibility.
C. Keep current access unchanged and classify all blocked SIT items as evidence that the regional model is secure.
D. Restrict regional managers from all underwriting and surge-team positions until standard claims validation is complete.

正解：A

解説：
Feedback:
This approach supports valid manager participation while preserving regional boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

質問 # 11
CHALLENGE 4 — Position Change Routing for Regional Review A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A. Whether every regional claims manager should be added to all position-change workflows during SIT.
B. Whether the workflow notification text tells users that underwriting requests may remain with HR operations.
C. Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
D. Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.

正解：D

解説：
Feedback:
The regional manager can approve other changes, so workflow configuration may not be broadly incorrect. The affected underwriting change should be traced through employee context, position assignment, and regional responsibility before workflow rules are adjusted.

質問 # 12
CHALLENGE 1 — Service Line References for Underwriting Records A tester finds that the affected underwriting support records were created before revised service-line values were consistently reflected in related position references. Similar claims records created later show the expected regional context.
Which validation sequence is most appropriate?
Response:

A. Expand regional manager permissions first so all affected records can be reviewed without dependency checks.
B. Validate the affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
C. Change workflow routing first because the affected records are visible to managers during review.
D. Mark the claims records as the master pattern and copy their values into every underwriting support record.

正解：B

解説：
Feedback:
This sequence follows the likely dependency from employee record context to related position references before selecting a correction approach. It avoids treating visibility or routing symptoms as the first layer of remediation.

質問 # 13
CHALLENGE 4 — Transfer Workflow Routing for Plant Review A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
B. Whether every plant manager should be added to all transfer workflows during the hypercare period.
C. Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
D. Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.

正解：D

解説：
Feedback:
The plant reviewer can approve other changes, so the workflow configuration may not be broadly incorrect. The affected engineering transfer should be traced through employee context, position assignment, and plant responsibility before workflow rules are adjusted.

質問 # 14
CHALLENGE 1 — Terminal Reference Alignment for Maintenance Records Dockside employees and maintenance planners use the same employee creation process, yet only some maintenance records show unexpected terminal context during review. HR data administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether terminal managers can approve maintenance position changes without reviewing employee context.
B. Whether affected records reference terminal or work-area values that were corrected after initial setup.
C. Whether all workflow notifications for maintenance changes use the same message template.
D. Whether HR data administration can manually override work-area association during the next design meeting.

正解：B

解説：
Feedback:
The scenario suggests a second-order dependency between corrected work-area references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader rework.

質問 # 15
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