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Both practice exams (web-based & desktop) give a SAP C_THR81_2605 real exam feeling and identify your mistakes so you can overcome your weaknesses before the C_THR81_2605 final test. The desktop SAP C_THR81_2605 Practice Test software works on Windows after software installation. You can take the web-based SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81_2605 practice exam via any operating system.

SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position lifecycle processes 1. Position creation and maintenance 2. Position hierarchy and reporting structure - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships
Topic 2: Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management - MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations
Topic 3: 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. Onboarding data flow 2. Recruit-to-hire integration concepts
Topic 4: Employee Central Core Configuration	- Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts - Employee master data management 1. Personal data and employment records 2. Job information and employment details

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q202-Q207):

NEW QUESTION # 202
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A. Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.
B. Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.
C. Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.
D. Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.

Answer: D

Explanation:
Feedback:
The failure is limited to one country and occurs during the hire process, while the same field works in other countries. That indicates a setup dependency specific to that country configuration rather than a system-wide problem. Correcting the country-specific configuration controlling the field’s availability addresses the upstream cause and preserves the standardized design.

NEW QUESTION # 203
A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A. Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.
B. Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
C. Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
D. Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.

Answer: A

Explanation:
Feedback:
The records appear in preview, so the operations team already has enough visibility to identify them. The failure occurs at final processing for one sensitive population, which indicates a submit- or process-level authorization scope issue rather than a general access problem. Adjusting only the approved execution scope for that specific monthly process restores repeatable processing while preserving the stricter governance boundary.

NEW QUESTION # 204
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 should be accepted because surge-team positions are temporary and do not require governance evidence.
B. The proposal is unacceptable because regional managers should never participate in position validation.
C. The proposal may preserve some claims restrictions but still obscure whether surge-team target populations follow the intended regional coverage model.
D. The proposal proves that the original permissions are correct because only surge-team records need expansion.

Answer: C

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 # 205
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 the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
B. Whether HR services can review the mobile repair position instead of the district manager during UAT.
C. Whether the employee creation import should be reloaded before any access testing continues.
D. Whether the district manager should be given access to all records until the mobile repair position list is corrected.

Answer: A

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 # 206
CHALLENGE 4 — Position Change Routing for Regional Review A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A. It prevents HR operations from creating employee records for underwriting support employees.
B. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
C. It is less appropriate because workflow routing should always be completed by HR operations in SIT.
D. It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.

Answer: B

Explanation:
Feedback:
The scenario indicates that routing works for some comparable cases, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 207
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