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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management - MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations
Topic 2: Employee Central Core Configuration	- Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts - Employee master data management 1. Personal data and employment records 2. Job information and employment details
Topic 3: Position Management	- Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships
Topic 4: 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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q203-Q208):

NEW QUESTION # 203
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries 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. Validate assigned-scope access and target populations with representative compliance managers before considering any limited exception.
B. Keep current access unchanged and classify all blocked cases as proof that legal entity boundaries are working.
C. Grant cross-entity access temporarily and rely on post-remediation review to identify inappropriate visibility.
D. Restrict compliance managers from all insurance positions until branch testing is fully complete.

Answer: A

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 # 204
CHALLENGE 1 — Business Unit References for Insurance Employee Records The compliance director asks whether the regulated workforce review can begin if only selected insurance records are corrected. Regional HR partners have limited time to repeat foundation data and employee testing.
Which evidence best supports continuing with bounded scope?
Response:

A. Notification messages are generated for the affected employee data change requests.
B. Affected insurance records are linked to specific adjusted business unit values, and unaffected branch records still validate against the intended pattern.
C. Corporate HR administrators can manually update all insurance records before the regulated review begins.
D. Compliance managers can view all insurance records after temporary access expansion.

Answer: B

Explanation:
Feedback:
This evidence separates the affected dependency from the broader remediation population. It supports targeted correction while preserving confidence that unaffected branch records follow the intended pattern.

NEW QUESTION # 205
CHALLENGE 4 — Workflow Routing for Cross-Regional Position Changes After selected data corrections, one regional position-change workflow routes correctly, but another comparable request still reaches an unexpected approver. The team wants to close the readiness review with minimal additional testing.
Which next step best confirms whether the correction is sufficient?
Response:

A. Apply the same correction to all regions and close workflow validation after one successful retest.
B. Execute representative position-change transactions across affected regional contexts and compare approver results against the expected responsibility model.
C. Disable workflow routing for position changes until all regional managers complete access validation.
D. Approve the corrected workflow case and treat the remaining variation as a user-training item.

Answer: B

Explanation:
Feedback:
One successful retest is not enough when comparable requests still route differently. Representative cross-region workflow execution confirms whether the correction consistently aligns position context with approver responsibility.

NEW QUESTION # 206
CHALLENGE 3 — District Manager Access for Store Cluster Boundaries A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the district manager should be given access to all records until the warehouse position list is corrected.
B. Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
C. Whether the employee import template should be reloaded before any access testing continues.
D. Whether HR operations can review the warehouse position instead of the district manager during final testing.

Answer: B

Explanation:
Feedback:
The behavior affects both missing valid access and visible out-of-scope access, so the role, target population, and responsibility assignment need to be evaluated together. This directly tests the access boundary model.

NEW QUESTION # 207
CHALLENGE 4 — Transfer Workflow Routing for Plant Review A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A. Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
B. Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
C. Whether every plant manager should be added to all transfer workflows during the hypercare period.
D. Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.

Answer: D

Explanation:
Feedback:
The plant reviewer can approve other changes, so the workflow configuration may not be broadly incorrect. The affected engineering transfer should be traced through employee context, position assignment, and plant responsibility before workflow rules are adjusted.

NEW QUESTION # 208
......

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