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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Employee Central Core Configuration	- Corporate and Country-Specific Data Models - Foundation Objects and organizational structure - Workflow configuration and approvals - Person, Employment and Job Information objects
Data Management & Transactions	- Event reasons and business rules automation - Hire, rehire, termination and transfer processes - Import/export tools and validation - Concurrent employment and global assignments
Position Management	- Company Structure Overview - Mass changes and data import/export - Integration between Position and Job Information - Position object setup and hierarchy
Platform Foundations & Permissions	- Admin Center and system navigation - Business Rules Engine and event derivation - Role-Based Permissions (RBP) configuration - Metadata Framework (MDF) and picklists

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q38-Q43):

NEW QUESTION # 38
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new global assignment hire variant in the web-based UI before a controlled pilot. Recruiters can launch the hire process and enter personal data, but when they reach the employment segment, one required field group is visible yet collapses after save and does not retain the entered values for one newly enabled country only.
Other countries in the same tenant retain the values correctly. The customer confirms the field group must remain part of the standard hire design because later approvals depend on it. They do not want a country-specific manual workaround or a separate hiring process. The issue appeared after the latest country setup and localization-related configuration activities were introduced.
What is the best first action?
Response:

A. Ask recruiters to complete the hire without the field group and let HR administrators re-enter the missing values after approval.
B. Grant recruiters broader maintenance permissions so the entered values are treated as direct updates instead of hire-step values.
C. Review the country-specific configuration controlling the persistence and behavior of that employment field group, then correct the setup dependency for the newly enabled country.
D. Export recent hires from the new country and reload them so the field group behavior refreshes before the pilot begins.

Answer: C

Explanation:
Feedback:
The observable artifact is not missing access or a hidden section. The field group appears, accepts entry, then fails to retain values only for one newly enabled country. That points to a country-specific setup dependency affecting how the hire step persists entered data. Reviewing and correcting that configuration addresses the upstream cause while preserving the standard global assignment hire design.

NEW QUESTION # 39
<strong>CHALLENGE 3 — District Manager Access for Municipal Boundaries</strong> A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station position appears in their review list.
What should the consultant validate first?
Response:

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

Answer: D

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

NEW QUESTION # 40
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A. Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
B. Create duplicate location records for the new structure so the intended value appears separately in the selection list.
C. Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
D. Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.

Answer: D

Explanation:
Feedback:
The missing location exists and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely source is a relationship problem in foundation data. Correcting the company-department-location association restores proper filtered availability while preserving governance and the standard process design.

NEW QUESTION # 41
A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

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

Answer: B

Explanation:
Feedback:
The issue is not that business units are missing; the available set is too broad. Because the behavior is limited to one newly activated structure, the most likely root cause is a misaligned foundation-data relationship controlling which business units should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and routing.

NEW QUESTION # 42
<strong>CHALLENGE 1 — Foundation Data Sequence for Field Workforce Setup</strong> During validation, several position records can be selected during employee assignment, but the regional context shown later in review does not match the expected operating area. The team confirms that some corporate data values were created after the initial position import.
Which action best supports a controlled correction before the next manager test cycle?
Response:

A. Expand HR specialist permissions temporarily so that users can correct affected employee and position records during testing.
B. Reload all employee and position records so that every imported object is rebuilt using the newest corporate data values.
C. Continue manager validation and document the behavior as a known limitation until the next rollout wave.
D. Validate the active foundation data referenced by affected records, then selectively correct or reload only dependent records with confirmed mismatches.

Answer: D

Explanation:
Feedback:
This option addresses the dependency between foundation data timing and downstream position behavior without assuming every record is invalid. It preserves validation time while still requiring evidence before a selective correction or reload is made.

NEW QUESTION # 43
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