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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q108-Q113):

NEW QUESTION # 108
CHALLENGE 3 — Operations Manager Access for Campus Boundaries An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

A. Whether HR administration can review the facilities position instead of the operations manager during rollout planning.
B. Whether the permission role, target population, and campus responsibility assignment align for both assigned and unassigned records.
C. Whether the operations manager should be given access to all records until the facilities 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 campus access boundary model.

NEW QUESTION # 109
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. Stop position-update testing until every department and manager record in the network is manually reviewed.
B. Allow HR shared services to complete the remaining updates centrally because the position records can still be changed.
C. Assign every department manager to all open position updates so that no request remains with HR shared services.
D. Validate position department context and manager responsibility assignments before deciding whether HR completion is appropriate.

Answer: D

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 # 110
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a controlled process where approved vacant positions should become available for staffing preparation. In the web-based environment, position approval completes successfully and the status appears updated, but a subset of approved positions still does not appear in the next staffing-related step.
Positions created earlier in the project behave correctly. The affected records were all loaded during a recent hierarchy expansion and share the same new parent structure. The customer wants the consultant to preserve the position-driven operating model and avoid recreating large numbers of positions before the next test cycle.
What is the best action to take first?
Response:

A. Give staffing users broader search visibility so the approved positions appear even if the downstream readiness state is not fully aligned.
B. Recreate the newly expanded hierarchy with simplified parent structures so future positions inherit a cleaner setup automatically.
C. Review the dependency between approved position status and downstream staffing availability for the newly expanded hierarchy, then correct the configuration or binding that is not resolving for those positions.
D. Allow staffing users to create requests without selecting positions until the expanded hierarchy can be rebuilt after testing.

Answer: C

Explanation:
Feedback:
The key artifact is a state mismatch: approval is complete, yet downstream staffing availability does not follow. Because only positions in the new parent structure are affected, the likely second-order cause is not the approval itself but the binding between hierarchy setup and the next process step. Correcting that dependency repairs the upstream cause without abandoning the position-driven design.

NEW QUESTION # 111
CHALLENGE 3 — Shared Services Access for Location-Based Boundaries HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A. Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
B. Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
C. Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
D. Restrict HR shared-services access further until department managers complete all location-specific validation.

Answer: A

Explanation:
Feedback:
This approach supports valid HR work while still preserving location-based access boundaries. It validates the intended access model instead of choosing either throughput or restriction as the only priority.

NEW QUESTION # 112
CHALLENGE 2 — Branch Position Responsibility for Regulated Review A branch position change routes to the expected compliance operations manager, but a comparable insurance division position change remains with corporate HR administrators. The position records were validated before some responsibility assignments were updated.
Which validation action best distinguishes position responsibility behavior from a general workflow concern?
Response:

A. Route all insurance position changes directly to corporate HR administrators until the regulated review is complete.
B. Remove business unit context from insurance positions so reviewer determination does not depend on it.
C. Assign every compliance manager to every insurance position change so no request remains pending.
D. Test representative branch and insurance position changes against position context and compliance responsibility assignments.

Answer: D

Explanation:
Feedback:
This action tests whether position context and responsibility assignments drive the inconsistent reviewer determination. It avoids assuming that workflow configuration is broadly incorrect.

NEW QUESTION # 113
......

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