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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core Configuration	- Foundation Objects and organizational structure - Person, Employment and Job Information objects - Corporate and Country-Specific Data Models - Workflow configuration and approvals
Topic 2: Platform Foundations & Permissions	- Role-Based Permissions (RBP) configuration - Metadata Framework (MDF) and picklists - Admin Center and system navigation - Business Rules Engine and event derivation
Topic 3: Data Management & Transactions	- Concurrent employment and global assignments - Import/export tools and validation - Event reasons and business rules automation - Hire, rehire, termination and transfer processes
Topic 4: Position Management	- Mass changes and data import/export - Position object setup and hierarchy - Integration between Position and Job Information - Company Structure Overview

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q77-Q82):

NEW QUESTION # 77
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a controlled process where approved vacant positions should become available for staffing preparation. In the web-based environment, position approval completes successfully and the status appears updated, but a subset of approved positions still does not appear in the next staffing-related step.
Positions created earlier in the project behave correctly. The affected records were all loaded during a recent hierarchy expansion and share the same new parent structure. The customer wants the consultant to preserve the position-driven operating model and avoid recreating large numbers of positions before the next test cycle.
What is the best action to take first?
Response:

A. Review the dependency between approved position status and downstream staffing availability for the newly expanded hierarchy, then correct the configuration or binding that is not resolving for those positions.
B. Allow staffing users to create requests without selecting positions until the expanded hierarchy can be rebuilt after testing.
C. Recreate the newly expanded hierarchy with simplified parent structures so future positions inherit a cleaner setup automatically.
D. Give staffing users broader search visibility so the approved positions appear even if the downstream readiness state is not fully aligned.

Answer: A

Explanation:
Feedback:
The key artifact is a state mismatch: approval is complete, yet downstream staffing availability does not follow. Because only positions in the new parent structure are affected, the likely second-order cause is not the approval itself but the binding between hierarchy setup and the next process step. Correcting that dependency repairs the upstream cause without abandoning the position-driven design.

NEW QUESTION # 78
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. 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.
D. Delete the approved future employment-status workflow requests, then rerun the warning rows so the probation-end corrections can load without conflict.

Answer: C

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 # 79
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. Create a separate workflow for the new business population so those requests always use the specialized review step.
C. Ask managers in the new population to route these requests through HR administrators until the workflow model can be simplified later.
D. Add the specialized reviewers to the fallback review queue so affected requests can still be handled without changing the current workflow logic.

Answer: A

Explanation:
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.

NEW QUESTION # 80
<strong>CHALLENGE 1 — Store Reference Timing for Employee Import Results</strong> During cutover rehearsal, most employee imports complete successfully, but selected warehouse shift-lead records show an unexpected district association in manager-facing review. Store-level reference values were corrected after the initial employee import.
Which action best supports a controlled correction path?
Response:

A. Compare affected records against active store and district values, then correct or re-import only records with confirmed dependency impact.
B. Give district managers access to all warehouse employee records so they can review and correct the district association manually.
C. Continue final manager testing because the import completed successfully and the district association can be reviewed later.
D. Re-import all employee and position records because any post-import store correction invalidates the rehearsal dataset.

Answer: A

Explanation:
Feedback:
This option validates the relationship between corrected reference values and affected employee records before deciding correction scope. It avoids a full re-import while still requiring evidence that the district association is stable for final manager testing.

NEW QUESTION # 81
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. Ask HR administrators to process the sensitive regional population separately every month while operations users continue with the rest of the workforce.
C. Copy the administrator permissions to the operations team during the monthly cycle so the final processing step can complete for the restricted rows.
D. Temporarily move the sensitive regional population into the general operations scope during each monthly cycle and restore the current restriction afterward.

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 # 82
......

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