C_THR81 SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Dumps For Ultimate Results 2026

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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
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
Reporting and Integration	- Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts - Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview
Business Configuration	- Configuration Tools 1. Manage Business Configuration (BCUI) 2. Employee Central Settings
Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information
Security and Permissions	- Role-Based Permissions 1. Field-Level Security 2. Permission Groups and Roles
Employee Central Core	- Foundation Objects 1. Generic Objects (MDF basics) 2. Legal Entity and Organizational Structures - Data Models 1. Succession Data Model Overview 2. HRIS Elements Configuration

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q166-Q171):

NEW QUESTION # 166
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-primary-role process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee segment the expected post-save update to the employee’s regular shift indicator does not occur. The same action updates that indicator correctly for existing segments.
HR operations wants to keep one standardized return process across the tenant and does not want to maintain the shift indicator manually after each approved request. The issue began after the new segment was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process into segment-specific variants.
What should the consultant investigate first?
Response:

A. Give managers direct edit access to the regular shift indicator so they can complete the missing update during the same transaction.
B. Reclassify affected employees temporarily into an older segment so the existing return process can be reused without further setup changes.
C. Review the post-save derivation or action configuration for the new segment, then correct the dependency controlling the regular shift indicator update.
D. Ask HR operations to update the regular shift indicator manually for the new segment until the pilot period is complete.

Answer: C

Explanation:
Feedback:
The action itself saves and completes, so the main transaction path is functioning. The failure is limited to one newly enabled employee category and affects only a post-save employee-data outcome. That points to a category-specific derivation or transaction dependency rather than a general execution problem. Correcting that setup restores the intended automated update while preserving a single standardized process.

NEW QUESTION # 167
<strong>CHALLENGE 4 — Position Change Routing for Campus Review</strong> An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that facilities requests may remain with HR administration.
B. Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
C. Whether every operations manager should be added to all position-change workflows during rollout planning.
D. Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.

Answer: D

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

NEW QUESTION # 168
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position retirement process before a year-end structure cleanup. In the web-based UI, HR specialists can mark selected positions as retired and save successfully. The retired status is visible on the position record, but for a subset of those positions the expected restriction on future occupancy planning does not take effect, and planners can still include them in next-cycle planning selections.
Older retired positions behave correctly. The customer confirms the affected records belong to a newly introduced position classification used for project-based roles and wants to keep that classification because reporting depends on it. The consultant must restore the expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A. Give planners broader permissions so they can decide case by case whether retired positions should remain selectable during planning.
B. Recreate the affected positions under an older classification so the existing retirement behavior applies immediately.
C. Review the dependency between the new position classification and retirement-state enforcement, then correct the configuration controlling future occupancy planning restrictions after save.
D. Ask planners to maintain a manual list of retired project-role positions and remove them from planning selections before each cycle.

Answer: C

Explanation:
Feedback:
The retirement action itself succeeds and the retired state is stored, so the primary lifecycle update is functioning. The defect appears in the next layer, where retired positions should stop participating in future occupancy planning. Because only the newly introduced classification is affected, the most likely root cause is a classification-specific configuration dependency controlling downstream enforcement after save.

NEW QUESTION # 169
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-from-leave process in the web-based UI before a regional pilot. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee subgroup the expected standard-hours update does not apply after save. The same return action updates standard hours correctly for established subgroups.
HR operations does not want to maintain standard hours manually after each return because the process will be used repeatedly during peak staffing periods. The issue began after the new subgroup was added to the return action design during the latest configuration cycle. The consultant must correct the behavior while preserving one consistent return process across the tenant.
What should the consultant investigate first?
Response:

A. Review the post-save derivation or action configuration for the new subgroup, then correct the dependency controlling the standard-hours update.
B. Give managers direct edit access to standard hours so they can complete the missing update during the return action.
C. Reassign affected employees temporarily into an older subgroup so the existing return action behavior can be reused.
D. Ask HR operations to update standard hours manually for the new subgroup until the regional pilot is complete.

Answer: A

Explanation:
Feedback:
The return action itself saves, so the main transaction path is functioning. The failure is specific to one newly enabled subgroup and only affects the post-save update of standard hours. That points to a subgroup-specific derivation or action dependency rather than a broad process failure. Correcting that configuration restores the intended automated behavior while keeping a single standardized return process.

NEW QUESTION # 170
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for protected worker records. In the web-based UI, HR operations users can search the records, open the correction page, and edit the values for all approved populations. For one protected mobility population, the preview page shows the proposed changes correctly, but the final submission button is missing even though the same users can complete the process for all other groups.
HR administrators can submit corrections for that population successfully. The customer wants the operations team to manage this mobility population only for the approved month-end process and does not want administrator-level access copied broadly. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A. Ask HR administrators to continue processing the mobility population each month while operations users handle the rest of the workforce.
B. Temporarily move the mobility population into the general operations scope during each cycle and restore the restriction afterward.
C. Copy the HR administrator permissions to the operations team during each month-end cycle so the missing submission button appears for the mobility population.
D. Review the operations role permissions and target-population scope for the final submission step, then adjust only the approved execution scope required for that mobility population.

Answer: D

Explanation:
Feedback:
The users can search, open, edit, and preview the records, so general access to the process already exists. The missing submission control for one protected population indicates a final-step authorization or target-population scope dependency rather than a full access failure. Adjusting only the approved execution scope preserves governance while restoring the required month-end process.

NEW QUESTION # 171
......

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