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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position lifecycle processes 1. Position creation and maintenance 2. Position hierarchy and reporting structure - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships
Topic 2: Employee Central Core Configuration	- Employee master data management 1. Personal data and employment records 2. Job information and employment details - Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts
Topic 3: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Workflow and approval processes 2. Transfers, promotions, and compensation changes - Hiring and onboarding processes 1. Onboarding data flow 2. Recruit-to-hire integration concepts
Topic 4: Configuration and Integration	- MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations - Integration with SAP SuccessFactors modules 1. Integration with Recruiting Management 2. Integration with Payroll and Time Management (overview)

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81_2605 Prüfungsfragen mit Lösungen (Q181-Q186):

181. Frage
A consultant is testing a workflow for manager-submitted temporary department changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests save and enter workflow for all tested groups, but for one newly added business population the request is routed to a fallback review queue whenever the change includes both a temporary end date and a position-linked cost impact.
The same combination routes to a specialized review step for existing populations. The customer wants to preserve the shared workflow framework and avoid creating separate business-population workflows because maintenance effort must remain low after go-live. The issue appeared after the new population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A. Review the routing condition or rule precedence for the new business population, then correct the logic for requests combining temporary end date with position-linked cost impact.
B. Add the specialized reviewers to the fallback review queue so affected requests can still be handled without changing the current workflow logic.
C. Ask managers in the new population to route these requests through HR administrators until the workflow model can be simplified later.
D. Create a separate workflow for the new business population so those requests always use the specialized review step.

Antwort: A

Begründung:
Feedback:
The workflow engine is active because requests save and route. The defect appears only for one newly added population and only when two conditions interact, which points to a routing-rule or rule-precedence dependency rather than missing workflow activation. Correcting that logic restores the intended specialized review path while preserving a maintainable shared workflow design.

182. Frage
<strong>CHALLENGE 3 — Shared Services Access for Location-Based Boundaries</strong> 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. Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
B. Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
C. Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
D. Restrict HR shared-services access further until department managers complete all location-specific validation.

Antwort: C

Begründung:
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.

183. Frage
A consultant is supporting a scheduled import of future-dated employee supervisor adjustments in a public cloud SAP SuccessFactors Employee Central tenant before a monthly validation cycle. The file processes correctly for most rows, but a subset completes with warnings and leaves the affected employees unchanged. Those employees already have approved future workflow requests for organizational reassignment in the same effective period.
The customer wants the supervisor adjustment preserved without deleting the approved reassignment requests, because those requests were already validated by regional HR. They also do not want a permanent manual exception path for employees who have approved future changes. The consultant must keep the administrative load repeatable and governance-aligned.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
B. Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.
C. Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.
D. Adjust the import handling for employees with overlapping approved future changes so the supervisor adjustment fits into the effective-dated timeline without replacing later records.

Antwort: D

Begründung:
Feedback:
The warnings are selective and tied to employees with already approved future changes in the same effective period. That indicates a lifecycle and effective-dating dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved timeline preserves validated workflow outcomes and supports a repeatable monthly process.

184. Frage
<strong>CHALLENGE 2 — Mobile Repair Position Context for Field Coverage</strong> Mobile repair positions are available during assignment, but some assigned repair leads show facility context that does not match the shared field coverage model. Treatment plant assignments behave as expected.
Which validation action best distinguishes mobile repair position behavior from a general employee creation concern?
Response:

A. Ask HR services to complete all mobile repair assignments centrally until broader district validation starts.
B. Convert affected mobile repair positions into treatment plant positions so they follow the working plant assignment pattern.
C. Remove district context from mobile repair positions so assignment can be completed without district-based validation.
D. Test representative mobile repair position assignments and manager-facing review results against the intended zone and district context.

Antwort: B

Begründung:
Feedback:
This action tests whether mobile repair position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared field coverage model rather than treating the observation as a generic employee creation concern.

185. Frage
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.

Antwort: A

Begründung:
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.

186. Frage
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