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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: 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. Onboarding data flow 2. Recruit-to-hire integration concepts
Topic 2: 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
Topic 3: 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. Corporate data model and configuration concepts 2. Foundation objects and generic objects (MDF)
Topic 4: Position Management	- Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships - Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q214-Q219):

NEW QUESTION # 214
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position’s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A. Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.
B. Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.
C. Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.
D. Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.

Answer: B

Explanation:
Feedback:
The position change itself saves, so the basic update path is functioning. The breakdown appears only for records using the newly introduced lifecycle status sequence, which points to a second-order dependency between lifecycle status handling and post-save position behavior. Correcting that configuration restores automatic planning-indicator updates without abandoning the new reporting design.

NEW QUESTION # 215
CHALLENGE 4 — Manager Change Workflow for Store and Warehouse Contexts After a targeted correction to warehouse position context, one manager-change request routes to the expected district reviewer. Another comparable warehouse request still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: C

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

NEW QUESTION # 216
CHALLENGE 1 — Terminal Reference Alignment for Maintenance Records Dockside employees and maintenance planners use the same employee creation process, yet only some maintenance records show unexpected terminal context during review. HR data administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether affected records reference terminal or work-area values that were corrected after initial setup.
B. Whether all workflow notifications for maintenance changes use the same message template.
C. Whether HR data administration can manually override work-area association during the next design meeting.
D. Whether terminal managers can approve maintenance position changes without reviewing employee context.

Answer: A

Explanation:
Feedback:
The scenario suggests a second-order dependency between corrected work-area references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader rework.

NEW QUESTION # 217
CHALLENGE 4 — Position Change Routing for Campus Review After a targeted correction to facilities position context, one position change routes to the expected operations manager. Another comparable facilities change still remains with HR administration.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: A

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

NEW QUESTION # 218
CHALLENGE 4 — Employee Change Workflow for Department Review Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A. Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
B. Whether the notification wording explains that some requests may stay with HR shared services.
C. Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
D. Whether all employee change workflows should be routed to both HR and every department manager for testing.

Answer: A

Explanation:
Feedback:
The same manager can approve other changes, so the workflow configuration may not be universally wrong. The affected request should be traced through employee context, department value, and responsibility assignment before workflow rules are changed.

NEW QUESTION # 219
......

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