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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q90-Q95):

NEW QUESTION # 90
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a process where a change to position job classification should update downstream employee eligibility handling before a controlled workforce review. In the web-based UI, HR specialists update the position classification and save successfully. The new classification is visible on the position record, but incumbent employees tied to a subset of those positions do not reflect the expected downstream eligibility change during follow-up validation.
Positions created earlier in the project behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each classification change. The affected records all belong to a newly introduced branch of the position hierarchy added during the latest configuration cycle.
What is the best first action?
Response:

A. Ask HR specialists to update the employee eligibility setting manually after each position classification change in the new hierarchy branch.
B. Recreate the affected positions under an older hierarchy branch so the current downstream behavior matches previously working records.
C. Review the dependency between the new hierarchy branch and downstream incumbent alignment, then correct the propagation or binding logic for position classification changes.
D. Give managers broader edit access to the related employee eligibility fields so they can repair missing updates directly after position maintenance.

Answer: C

Explanation:
Feedback:
The position update itself saves and displays correctly, so the main maintenance action is functioning. The failure appears in the next dependency layer: downstream employee alignment. Because only positions in the newly introduced hierarchy branch are affected, the most likely upstream cause is a propagation or binding dependency between that branch and the downstream employee update logic. Correcting that dependency preserves the position-driven model and restores expected integrated behavior.

NEW QUESTION # 91
CHALLENGE 4 — Position Change Routing for District Review A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that mobile repair requests may remain with HR services.
B. Whether HR services can approve all position changes centrally until broader district validation begins.
C. Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.
D. Whether every district manager should be added to all position-change workflows during UAT.

Answer: C

Explanation:
Feedback:
The district manager can approve other changes, so workflow configuration may not be broadly incorrect. The affected mobile repair change should be traced through employee context, position assignment, and district responsibility before workflow rules are adjusted.

NEW QUESTION # 92
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-end corrections before a monthly HR control check. The file processes successfully for most employees, but several rows complete with warnings and leave the affected records unchanged. All warning rows belong to employees who already have approved future workflow requests for employment-status adjustments in the same effective period.
The customer wants the probation-end corrections preserved without deleting the already approved future requests, because those requests are part of an approved workforce plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

A. Retry the warning rows with a broader administrative role so the import can override the approved future state for this cycle.
B. Exclude employees with approved future workflow requests from all future probation imports and require HR administrators to maintain those cases manually.
C. Delete the approved future employment-status workflow requests, then rerun the warning rows so the probation-end corrections can load without conflict.
D. Adjust the import handling for employees with overlapping approved future changes so the probation-end correction fits into the effective-dated timeline without replacing later records.

Answer: D

Explanation:
Feedback:
The warning pattern is selective and tied to employees with approved future changes in the same time period. That indicates an effective-dating and lifecycle-governance dependency rather than a general import defect. Adjusting the import handling so the current correction coexists with the approved future timeline resolves the true cause while preserving validated future actions and keeping the process repeatable.

NEW QUESTION # 93
CHALLENGE 2 — Department Position Control for Manager Updates A department manager can initiate a position update for one clinic department, but a comparable update in a rehabilitation department remains with HR shared services instead of reaching the expected reviewer. HR suggests completing the remaining updates centrally to keep the schedule.
Which response best preserves the value of the validation cycle?
Response:

A. Validate position department context and manager responsibility assignments before deciding whether HR completion is appropriate.
B. Assign every department manager to all open position updates so that no request remains with HR shared services.
C. Allow HR shared services to complete the remaining updates centrally because the position records can still be changed.
D. Stop position-update testing until every department and manager record in the network is manually reviewed.

Answer: A

Explanation:
Feedback:
This option validates the relationship between position context and manager responsibility before accepting a workaround. It preserves evidence about the manager-facing position-control process, which is central to the template cycle.

NEW QUESTION # 94
CHALLENGE 2 — Warehouse Position Context for Shift Lead Assignments Warehouse shift-lead positions are available during employee assignment, but some assigned employees show a district context that does not match the warehouse staffing model. Store associate assignments behave as expected.
Which validation action best distinguishes position-context behavior from a general employee import concern?
Response:

A. Remove district context from warehouse positions so that assignment can be completed without district validation.
B. Test representative warehouse position assignments and manager-facing review results against the intended warehouse location and district context.
C. Convert the affected warehouse positions into store positions so they follow the working store associate pattern.
D. Ask HR operations to complete all warehouse assignments centrally until final manager testing is complete.

Answer: B

Explanation:
Feedback:
This action tests whether warehouse position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific staffing model rather than treating the issue as a generic import problem.

NEW QUESTION # 95
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