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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Position Management	25%	- Mass Updates & Import/Export - Position Synchronization with Job Information - Position Hierarchy & Structure
Topic 2: Data Management & Integration	10%	- Import Tools & Data Migration - Company Structure Overview - Integration with other SuccessFactors Modules
Topic 3: Employee Central Core	25%	- Time & Attendance Integration - Person & Employment Information - Global Assignment & Concurrent Employment
Topic 4: Data Models & Foundation Objects	25%	- Corporate, Succession & Country-Specific Data Models - Metadata Framework (MDF) & Generic Objects - Picklists, Business Rules & Event Derivation
Topic 5: Security & Workflows	15%	- Notifications & Event Reasoning - Workflow Configuration & Approvals - Role-Based Permissions (RBP)

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q96-Q101):

NEW QUESTION # 96
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating employee transfers between organizational units after a recent corporate data maintenance cycle. In the web-based UI, the transfer action opens normally, but for one set of regions the target department list is incomplete even though the departments exist in the system. Users can complete transfers in other regions without issue.
HR administrators confirm that the missing departments were introduced during the latest corporate structure update and should be available only within specific organizational combinations. The customer wants the consultant to restore accurate selection behavior without weakening organizational controls or exposing departments outside their intended scope.
What is the best next step?
Response:

A. Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.
B. Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.
C. Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.
D. Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.

Answer: B

Explanation:
Feedback:
The departments already exist, and the issue is limited to regions affected by the latest corporate data update. That indicates a structural relationship or effective-dating problem in organizational data, not a missing object or general permission failure. Reviewing and correcting the department associations restores valid availability within the intended combinations while preserving organizational controls.

NEW QUESTION # 97
A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A. Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
B. Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.
C. Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
D. Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.

Answer: B

Explanation:
Feedback:
The records appear in preview, so the operations team already has enough visibility to identify them. The failure occurs at final processing for one sensitive population, which indicates a submit- or process-level authorization scope issue rather than a general access problem. Adjusting only the approved execution scope for that specific monthly process restores repeatable processing while preserving the stricter governance boundary.

NEW QUESTION # 98
A consultant is supporting a scheduled administrative update to position attributes in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. The import file is accepted, but a subset of rows fails because the records reference position codes that already exist with different effective timing than expected by the update plan.
The customer needs the changes loaded before a workforce review, but they do not want the consultant to overwrite valid historical information or remove existing timeline control from the position records. The failed rows are all related to changes that should begin next period rather than immediately. The consultant must choose a correction that preserves data history and future processing accuracy.
Which action should the consultant take first?
Response:

A. Split the file by region and rerun it under a higher-access administrative account so the existing position codes can be updated more forcefully.
B. Delete the current position records for the failed rows so the import can recreate them cleanly with the new values.
C. Review the effective timing used in the import data and align the failed position updates with the correct future-dated record handling before reprocessing the affected rows.
D. Remove future-dated timing information from the file and load all changes as immediate updates to ensure the workforce review uses current values.

Answer: C

Explanation:
Feedback:
The failure is tied to existing position codes with different effective timing, not to missing records or lack of access. Since the business explicitly wants to preserve history and the changes are intended for the next period, the consultant should correct the effective timing treatment in the import data and reprocess the affected rows accordingly. This resolves the issue while protecting timeline integrity.

NEW QUESTION # 99
<strong>CHALLENGE 1 — Resort Reference Alignment for Banquet Records</strong> During template remediation, most employee records can be created successfully, but selected banquet coordinator records show a department association that does not match the expected resort context. Several conference service values were updated after the initial template build.
Which action best supports a controlled remediation decision?
Response:

A. Compare affected records against active resort, department, and conference service values, then correct only records with confirmed dependency impact.
B. Continue seasonal validation because the employee records save successfully and the associations can be reviewed after simulations begin.
C. Give resort operations managers access to all banquet records so they can manually review and correct department associations.
D. Rework all resort, department, employee, and position records because any post-build conference service update invalidates the template.

Answer: A

Explanation:
Feedback:
This option validates the dependency between updated conference service values and affected employee records before deciding correction scope. It supports template remediation without assuming the entire configuration population is invalid.

NEW QUESTION # 100
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

A. Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.
B. Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
C. Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.
D. Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.

Answer: B

Explanation:
Feedback:
The issue is not a missing value but an over-broad filtered list. Because the behavior is isolated to one newly activated structure, the most likely cause is a misaligned master-data relationship controlling which locations should appear after company and division are selected. Correcting that association restores controlled selection and protects downstream routing and reporting accuracy.

NEW QUESTION # 101
......

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