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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q74-Q79):

NEW QUESTION # 74
<strong>CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries</strong> Compliance operations managers request temporary access to all branch and insurance division positions so they can clear pending remediation cases. The HR governance owner wants legal entity boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Keep current access unchanged and classify all blocked cases as proof that legal entity boundaries are working.
B. Grant cross-entity access temporarily and rely on post-remediation review to identify inappropriate visibility.
C. Validate assigned-scope access and target populations with representative compliance managers before considering any limited exception.
D. Restrict compliance managers from all insurance positions until branch testing is fully complete.

Answer: C

Explanation:
Feedback:
This approach supports valid compliance participation while preserving legal entity boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 75
A consultant is validating a manager-driven internal movement process in a public cloud SAP SuccessFactors Employee Central Core tenant before a pilot launch. In the web-based UI, the transaction saves for all tested employees, but for one newly introduced employee category the expected post-save update to a related employment information field does not occur when the movement reason is marked as temporary.
Permanent movement reasons work correctly for the same category, and older employee categories behave as expected for both cases. The customer wants to keep a single standardized movement process across the tenant and does not want HR operations to repair the related field manually after each temporary movement.
What should the consultant investigate first?
Response:

A. Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.
B. Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.
C. Reclassify employees in the new category into an older category during temporary moves so the existing update behavior can be reused.
D. Review the transaction configuration or derivation dependency for temporary movement reasons in the newly introduced employee category, then correct the post-save update logic.

Answer: D

Explanation:
Feedback:
The transaction saves successfully, so the base execution path is functioning. The issue is limited to a specific interaction between one new employee category and temporary movement reasons, which points to a conditional derivation or configuration dependency in post-save processing. Correcting that dependency addresses the root cause while preserving a single standardized process.

NEW QUESTION # 76
A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A. Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
B. Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
C. Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
D. Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

Answer: C

Explanation:
Feedback:
The position update itself succeeds and the review-ready state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates employee review eligibility. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

NEW QUESTION # 77
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country global transfer process in the web-based UI before a controlled pilot. Managers can start the transfer action and enter the initial data, but when they reach employment information, one required field appears with the correct label yet resets to its prior value after each save for only the newly enabled country. Other countries retain the edited value correctly.
The customer confirms that the field must remain editable in the standard process because downstream approval routing depends on the final stored value. They do not want a separate country-specific transfer design or a manual follow-up correction step. The issue began after recent country-specific setup changes were introduced into the tenant.
What should the consultant investigate first?
Response:

A. Grant managers broader maintenance permissions so the edited value is stored as a direct data update during the transfer action.
B. Reload sample employee records from the new country so the transfer action can rebuild the field behavior automatically.
C. Review the country-specific transfer configuration controlling field persistence, then correct the setup dependency causing the value to revert after save.
D. Ask managers to complete the transfer and let HR operations correct the field afterward for employees in the new country.

Answer: C

Explanation:
Feedback:
The field is present and editable, which shows the process design includes it correctly. The issue is that the edited value does not persist only for one newly enabled country, which points to a country-specific configuration dependency affecting transfer-time persistence rather than missing access. Correcting that setup restores the intended stored value and preserves the standard process design.

NEW QUESTION # 78
<strong>CHALLENGE 2 — Facilities Position Context for Building Teams</strong> Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A. Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.
B. Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.
C. Remove campus context from facilities positions so assignment can be completed without campus-based validation.
D. Ask HR administration to complete all facilities assignments centrally until formal validation starts.

Answer: B

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

NEW QUESTION # 79
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