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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q52-Q57):

NEW QUESTION # 52
A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A. Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.
B. Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.
C. Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.
D. Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.

Answer: C

Explanation:
Feedback:
The key artifact is that managers can access the transaction but cannot submit it for one protected population, while HR administrators can. That indicates the process configuration is working and the issue lies in authorization scope or target population settings. Adjusting only the manager permissions and scope for the approved population restores the intended process while preserving governance.

NEW QUESTION # 53
<strong>CHALLENGE 1 — District Reference Alignment for Repair Lead Records</strong> Plant technicians and mobile repair leads use the same employee creation process, yet only some repair records show unexpected district context during review. HR services wants to avoid broad configuration rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether affected records reference district or field service zone values that were updated after the early configuration cycle.
B. Whether HR services can manually override facility association during emergency roster planning.
C. Whether all workflow notifications for mobile repair changes use the same message template.
D. Whether district managers can approve mobile repair position changes without reviewing employee context.

Answer: A

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

NEW QUESTION # 54
A consultant is supporting a scheduled public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:

A. Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
B. Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.
C. Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.
D. Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.

Answer: B

Explanation:
Feedback:
The warning pattern is tied to employees already involved in active workflow-driven changes, which signals a lifecycle coordination issue rather than a generic import defect. The correct approach is to adapt the administrative load so it respects the current process state. That preserves governance, supports a repeatable monthly process, and avoids forcing operations into exception-only manual maintenance.

NEW QUESTION # 55
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A. Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
B. Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
C. Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
D. Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.

Answer: C

Explanation:
Feedback:
The locations already exist, and the issue is limited to one region after a recent corporate data update. That makes a relationship or association problem in foundation data the most likely root cause. Correcting the relevant organizational associations restores valid selection behavior while keeping locations restricted to the intended combinations.

NEW QUESTION # 56
<strong>CHALLENGE 3 — Plant Manager Access for Workforce Boundaries</strong> Plant managers request temporary access to all engineering and production positions so they can help close open hypercare cases. The HR governance lead wants plant-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.
B. Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.
C. Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.
D. Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.

Answer: C

Explanation:
Feedback:
This approach supports valid hypercare participation while preserving plant-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 57
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