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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q64-Q69):

NEW QUESTION # 64
<strong>CHALLENGE 4 — Position Change Routing for Regional Review</strong> After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

A. Close workflow validation because at least one corrected underwriting change reached the expected reviewer.
B. Apply the same position-context correction to every underwriting record and assume routing will align after refresh.
C. Remove HR operations visibility from pending workflow requests so regional review becomes the only visible path.
D. Retest representative position-change transactions across affected underwriting contexts and compare reviewer outcomes.

Answer: D

Explanation:
Feedback:
One successful request does not prove that the correction works across comparable underwriting contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

NEW QUESTION # 65
<strong>CHALLENGE 3 — Regional Manager Access for Claims Boundaries</strong> The project team has two access options: maintain strict regional boundaries and leave several valid manager test cases blocked, or grant broad regional visibility and complete all test cases quickly. Which option best supports the SIT objective?
Response:

A. Move access validation to a later phase and let HR operations complete all manager-facing test cases.
B. Maintain strict boundaries without adjustment because blocked access always confirms secure design.
C. Adjust roles and target populations to support assigned manager responsibilities, then retest blocked and out-of-scope records.
D. Grant broad visibility for all regional managers because complete test execution is more important than access evidence.

Answer: C

Explanation:
Feedback:
This option balances two governance needs: enabling valid work and preserving boundary evidence. It directly tests whether configured roles and target populations match the intended operating model.

NEW QUESTION # 66
A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A. Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.
B. Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
C. Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.
D. Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.

Answer: B

Explanation:
Feedback:
The warnings are selective and tied to employees with pending future-dated workflow items, which points to a lifecycle dependency rather than a bad file or missing authorization. Adjusting the import approach so the correction respects the in-process timeline preserves governance and creates a repeatable monthly process without forcing manual cleanup.

NEW QUESTION # 67
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled month-end correction process for a protected population of employees on temporary international assignments. In the web-based UI, HR operations users can search the records, open the correction page, edit the required fields, and reach the preview step. For that protected population only, the final commit does not complete and the page returns an access-scope message, while corrections for all other populations process successfully.
HR administrators can complete the same updates without issue. The customer wants the operations team to handle this population only for the approved month-end cycle and does not want administrator-level access copied broadly. The solution must preserve the tighter governance boundary and remain repeatable.
What is the best corrective action?
Response:

A. Copy the HR administrator permissions to the operations team during each month-end cycle so the protected records can be committed without further adjustments.
B. Temporarily move the protected population into the general operations scope during each cycle and restore the restriction afterward.
C. Review the operations role permissions and target-population scope for the final correction step, then adjust only the approved execution scope needed for that protected population.
D. Ask HR administrators to continue processing the protected population each month while operations users handle all other groups.

Answer: C

Explanation:
Feedback:
The users can search, edit, and preview the records, so most of the process path already works. The failure occurs only at the final execution layer for one protected population, which indicates a final-step authorization or target-population scope dependency rather than a full access problem. Adjusting only the approved execution scope preserves governance and restores the recurring controlled process.

NEW QUESTION # 68
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. Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
B. Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
C. Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
D. Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.

Answer: A

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 # 69
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