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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q17-Q22):

NEW QUESTION # 17
<strong>CHALLENGE 4 — Position Change Routing for Terminal Review</strong> A dockside position change routes to the expected terminal operations manager, but a comparable maintenance position change remains with HR data administration. The same terminal manager can approve other employee updates in the assigned dockside area.
What should be validated before changing workflow routing?
Response:

A. Whether every terminal manager should be added to all position-change workflows during design validation.
B. Whether the workflow notification text tells users that maintenance requests may remain with HR data administration.
C. Whether HR data administration can approve all position changes centrally until configuration testing begins.
D. Whether the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.

Answer: D

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

NEW QUESTION # 18
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A. Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.
B. Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
C. Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
D. Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.

Answer: A

Explanation:
Feedback:
The observable artifact is a missing default value for only one newly enabled country, while the field itself is present and the hire flow remains active. That points to a country-specific setup dependency rather than a broad permission issue or missing field design. Correcting the configuration that drives defaulting during hire creation resolves the upstream cause and preserves the standardized hiring process.

NEW QUESTION # 19
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

A. Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.
B. Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
C. Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
D. Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.

Answer: B

Explanation:
Feedback:
The issue is not a missing value but an over-broad filtered list. Because the behavior is isolated to one newly activated structure, the most likely cause is a misaligned master-data relationship controlling which locations should appear after company and division are selected. Correcting that association restores controlled selection and protects downstream routing and reporting accuracy.

NEW QUESTION # 20
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A. Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
B. Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.
C. Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
D. Create duplicate business unit records for the region so the rehire process can continue without changing current associations.

Answer: A

Explanation:
Feedback:
The business units already exist, and the issue appears only after recent organizational maintenance for one region. That points to a foundation data relationship problem rather than a missing object or transaction defect. Correcting the approved organizational associations addresses the upstream cause and preserves controlled availability in the rehire process.

NEW QUESTION # 21
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A. Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
B. Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
C. Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.
D. Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.

Answer: A

Explanation:
Feedback:
The field is present and editable, so the issue is not missing access or missing field design. The value disappears only after the transaction refresh and only for one country, which points to a country-specific setup dependency affecting persistence during rehire processing. Correcting that configuration addresses the upstream cause and preserves the standard rehire model.

NEW QUESTION # 22
......

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