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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Data Management	- Data maintenance 1. Workflow and approvals 2. Personal and employment data - Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes
Topic 2: SAP SuccessFactors Employee Central Overview	- Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics - Employee Central configuration basics 1. Job structure 2. Company structure
Topic 3: Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Topic 4: Reporting and Integration	- Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports - Integration concepts 1. Integration with SAP systems 2. API and data integration basics
Topic 5: Position Management	- Position management setup 1. Position object configuration 2. Position hierarchies - Integration with Employee Central 1. Business rules for position management 2. Position-to-employee mapping

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q119-Q124):

NEW QUESTION # 119
A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review cycle. HR operations users can search records, open the correction page, and prepare updates for all approved populations. For one sensitive regional population, the preview step works and the changed values are visible, but the final process completes without committing those rows and returns an access-scope message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this population only for the defined monthly correction process, without broad administrator rights and without weakening the stricter regional governance boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A. Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that regional population.
B. Copy the administrator permissions to the operations team during the monthly cycle so the final processing step can complete for the restricted rows.
C. Temporarily move the sensitive regional population into the general operations scope during each monthly cycle and restore the current restriction afterward.
D. Ask HR administrators to process the sensitive regional population separately every month while operations users continue with the rest of the workforce.

Answer: A

Explanation:
Feedback:
The users can search, open, and preview the target records, which confirms that visibility and preliminary process access already exist. The failure occurs only at the final execution layer for one protected regional population, indicating a process-level authorization or target-population scope dependency rather than a complete access failure. Adjusting only the approved execution scope restores the required recurring process while preserving the governance boundary.

NEW QUESTION # 120
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of organizational assignments before a payroll preparation cycle. The import completes, but several rows are marked as skipped rather than failed. The skipped records all belong to employees whose future organizational changes were already approved earlier in the month.
HR operations wants the current correction loaded now, but the customer does not want approved future changes removed or replaced. The web-based environment is stable, and the same file updates other employees correctly. The consultant must restore repeatable monthly processing without flattening the employee timeline or forcing manual edits for the affected population.
What is the best next action?
Response:

A. Split the skipped rows into a separate file and route them to HR administrators for manual web-based maintenance each month.
B. Delete the approved future changes for the affected employees, then rerun the same file so the skipped rows can load normally.
C. Load the skipped rows with today’s date only, then rebuild the future organizational changes after payroll preparation is complete.
D. Adjust the import handling for the skipped employees so the current correction fits the existing future-dated sequence without overwriting approved later records.

Answer: D

Explanation:
Feedback:
The observable artifact is not a hard failure but a skip pattern tied to employees with already approved future changes. That indicates a timeline dependency rather than missing permissions or invalid data structure. Adjusting the import handling to respect the existing future-dated sequence addresses the upstream cause while preserving approved future changes and keeping the process repeatable.

NEW QUESTION # 121
CHALLENGE 3 — Shared Services Access for Location-Based Boundaries HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A. Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
B. Restrict HR shared-services access further until department managers complete all location-specific validation.
C. Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
D. Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.

Answer: A

Explanation:
Feedback:
This approach supports valid HR work while still preserving location-based access boundaries. It validates the intended access model instead of choosing either throughput or restriction as the only priority.

NEW QUESTION # 122
CHALLENGE 4 — Position Change Routing for Resort Review After a targeted correction to banquet position context, one position change routes to the expected resort manager. Another comparable banquet change still remains with HR coordination.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: A

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

NEW QUESTION # 123
CHALLENGE 2 — Facilities Position Context for Building Teams Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A. Remove campus context from facilities positions so assignment can be completed without campus-based validation.
B. Ask HR administration to complete all facilities assignments centrally until formal validation starts.
C. Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.
D. Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.

Answer: D

Explanation:
Feedback:
This action tests whether facilities position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific building-team model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 124
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