Free PDF Quiz 2026 SAP C_THR81_2605: Fantastic SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Test Certification Cost

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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q212-Q217):

NEW QUESTION # 212
<strong>CHALLENGE 1 — Campus Reference Alignment for Employee Creation</strong> During rollout planning, most employee records can be created successfully, but selected facilities supervisor records show a service unit association that does not match the expected campus context. Several service unit values were corrected after initial department setup.
Which action best supports a controlled planning decision?
Response:

A. Compare affected records against active campus, department, and service unit values, then correct only records with confirmed dependency impact.
B. Rework all campus, department, employee, and position records because any post-setup service unit correction invalidates the wave plan.
C. Continue formal validation because the employee records save successfully and the associations can be reviewed after the planning meeting.
D. Give operations managers access to all facilities records so they can manually review and correct service unit associations.

Answer: A

Explanation:
Feedback:
This option validates the dependency between corrected service unit values and affected employee records before deciding correction scope. It supports rollout planning without assuming the entire wave setup is invalid.

NEW QUESTION # 213
<strong>CHALLENGE 1 — Store Reference Timing for Employee Import Results</strong> The team notices that imported store employees and warehouse shift leads use the same employee import process, yet only some warehouse records show incorrect district context after review. The project lead wants to avoid a broad re-import unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether affected records reference store or district values that were corrected after the initial import sequence.
B. Whether all workflow notifications for warehouse employees use the same message template.
C. Whether HR operations can manually override the district association during final manager testing.
D. Whether district managers can approve warehouse manager changes without reviewing employee context.

Answer: A

Explanation:
Feedback:
The scenario indicates a second-order dependency between reference-value timing and later review behavior. Confirming whether affected records depend on corrected store or district values is necessary before choosing a re-import or targeted correction.

NEW QUESTION # 214
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process in the web-based UI before a quarterly compliance review. HR operations users can search employee records, open the correction screen, and enter updates for all approved populations. For one restricted expatriate population, the review page shows the proposed changes, but when users confirm, the transaction closes with no update and an access-scope message is recorded.
HR administrators can complete the same correction without issue. The customer wants the approved operations team to handle this expatriate population only for the defined compliance process, without granting broad administrator access or weakening the special protection boundary around those records. The solution must remain repeatable for future review cycles.
What is the best corrective action?
Response:

A. Ask HR administrators to keep processing the expatriate population while operations users continue with all other populations.
B. Review the operations role permissions and target-population scope for the final correction step, then adjust only the authorized execution scope needed for that expatriate population.
C. Temporarily move the expatriate population into the general operations scope during each quarterly review and restore the restriction afterward.
D. Copy the HR administrator permissions to the operations role during each compliance cycle so the final confirmation can complete for the expatriate population.

Answer: B

Explanation:
Feedback:
The users can search, open, edit, and review the records, so the general process path is already available. The failure happens only at the final execution layer for one protected population, which indicates a permission-scope or target-population dependency rather than a total access failure. Adjusting only the approved final-step scope preserves governance and restores the recurring controlled process.

NEW QUESTION # 215
A consultant is supporting a scheduled import of future-dated employee work-schedule corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A. Exclude employees with approved future workflow requests from all future work-schedule imports and require HR administrators to maintain those cases manually.
B. Delete the approved future job-information workflow requests, then rerun the warning rows so the work-schedule correction can load without conflict.
C. Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.
D. Adjust the import handling for employees with overlapping approved future changes so the work-schedule 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 workflow changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import or access issue. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the true cause while preserving validated future records and keeping the process repeatable.

NEW QUESTION # 216
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee’s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A. Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.
B. Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.
C. Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
D. Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.

Answer: A

Explanation:
Feedback:
The transaction itself saves successfully, so the primary action path is functioning. The failure is limited to one newly introduced employee category and affects only a post-save employee-data outcome. That points to a category-specific derivation or action dependency rather than a general transaction failure. Reviewing and correcting that dependency restores the intended automated behavior while keeping one standardized process.

NEW QUESTION # 217
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