2026 C_THR81_2605 Guide : SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Realistic C_THR81_2605 100% Pass

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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Position Management	- Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management - Position management setup 1. Position object configuration 2. Position hierarchies
Employee Data Management	- Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes - Data maintenance 1. Workflow and approvals 2. Personal and employment data
Reporting and Integration	- Integration concepts 1. Integration with SAP systems 2. API and data integration basics - Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports
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 (Q127-Q132):

NEW QUESTION # 127
A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A. Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
B. Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
C. Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
D. Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.

Answer: D

Explanation:
Feedback:
The department exists, and the issue is limited to a newly added regional structure after recent corporate data maintenance. That points to a relationship problem in foundation data rather than a missing object or UI defect. Correcting the company-division-department association restores the intended filtered availability while preserving controlled organizational scope.

NEW QUESTION # 128
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a process where a change to position job classification should update downstream employee eligibility handling before a controlled workforce review. In the web-based UI, HR specialists update the position classification and save successfully. The new classification is visible on the position record, but incumbent employees tied to a subset of those positions do not reflect the expected downstream eligibility change during follow-up validation.
Positions created earlier in the project behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each classification change. The affected records all belong to a newly introduced branch of the position hierarchy added during the latest configuration cycle.
What is the best first action?
Response:

A. Give managers broader edit access to the related employee eligibility fields so they can repair missing updates directly after position maintenance.
B. Review the dependency between the new hierarchy branch and downstream incumbent alignment, then correct the propagation or binding logic for position classification changes.
C. Recreate the affected positions under an older hierarchy branch so the current downstream behavior matches previously working records.
D. Ask HR specialists to update the employee eligibility setting manually after each position classification change in the new hierarchy branch.

Answer: B

Explanation:
Feedback:
The position update itself saves and displays correctly, so the main maintenance action is functioning. The failure appears in the next dependency layer: downstream employee alignment. Because only positions in the newly introduced hierarchy branch are affected, the most likely upstream cause is a propagation or binding dependency between that branch and the downstream employee update logic. Correcting that dependency preserves the position-driven model and restores expected integrated behavior.

NEW QUESTION # 129
<strong>CHALLENGE 2 — Claims Surge Position Context Across Regions</strong> A claims manager argues that surge-team position context is less important because surge employees are temporary and assignments can be corrected later. The next validation cycle will use the same records for policy renewal staffing scenarios.
What is the best response?
Response:

A. Replace all surge-team positions with generic claims positions so later scenarios can reuse a simpler model.
B. Defer surge-team context validation because temporary employees do not affect regional staffing decisions.
C. Validate surge-team position context now because the same records will drive later assignment review, access boundaries, and routing behavior.
D. Grant HR operations permanent access to all surge-team records so they can adjust context whenever needed.

Answer: C

Explanation:
Feedback:
The same records will be reused in later staffing scenarios, so current position context affects downstream review and workflow behavior. This response preserves system evidence without overcorrecting the model.

NEW QUESTION # 130
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary schedule adjustment 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 category the expected post-save update to the employee’s work schedule class does not occur. The same action updates the schedule class correctly for established categories.
HR operations wants to keep a single standardized adjustment process across the tenant and does not want to correct the schedule class manually after each approved request. The issue began after the new category was introduced during the latest configuration cycle. The consultant must correct the behavior without creating category-specific process variants.
What should the consultant investigate first?
Response:

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

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 # 131
<strong>CHALLENGE 1 — Campus Reference Alignment for Employee Creation</strong> During rollout planning, most employee records can be created successfully, but selected facilities supervisor records show a service unit association that does not match the expected campus context. Several service unit values were corrected after initial department setup.
Which action best supports a controlled planning decision?
Response:

A. Continue formal validation because the employee records save successfully and the associations can be reviewed after the planning meeting.
B. Give operations managers access to all facilities records so they can manually review and correct service unit associations.
C. Compare affected records against active campus, department, and service unit values, then correct only records with confirmed dependency impact.
D. Rework all campus, department, employee, and position records because any post-setup service unit correction invalidates the wave plan.

Answer: C

Explanation:
Feedback:
This option validates the dependency between corrected service unit values and affected employee records before deciding correction scope. It supports rollout planning without assuming the entire wave setup is invalid.

NEW QUESTION # 132
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