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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q103-Q108):

NEW QUESTION # 103
CHALLENGE 1 — Store Reference Timing for Employee Import Results 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 HR operations can manually override the district association during final manager testing.
B. Whether district managers can approve warehouse manager changes without reviewing employee context.
C. Whether all workflow notifications for warehouse employees use the same message template.
D. Whether affected records reference store or district values that were corrected after the initial import sequence.

Answer: D

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 # 104
A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A. Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.
B. Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
C. Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.
D. Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.

Answer: C

Explanation:
Feedback:
The transaction itself saves, so core execution is functioning. The problem is limited to a newly introduced employee group, which points to a configuration or derivation dependency tied to that group. Reviewing and correcting that setup targets the root cause while preserving the customer’s goal of a standardized process.

NEW QUESTION # 105
CHALLENGE 2 — Branch Position Responsibility for Regulated Review After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A. Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
B. Close position responsibility validation because one corrected request reached the expected compliance reviewer.
C. Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
D. Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.

Answer: A

Explanation:
Feedback:
One successful correction does not prove that the responsibility pattern is stable across comparable insurance contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 106
CHALLENGE 4 — Position Change Routing for Campus Review An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A. Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.
B. Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
C. Whether the workflow notification text tells users that facilities requests may remain with HR administration.
D. Whether every operations manager should be added to all position-change workflows during rollout planning.

Answer: A

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

NEW QUESTION # 107
CHALLENGE 1 — Location Data Readiness for Clinic Employee Records The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A. Whether the workflow notification for rehabilitation-center employees uses the correct message text.
B. Whether department managers should be removed from validation until the template is finalized.
C. Whether HR shared services can complete all rehabilitation-center records without manager participation.
D. Whether the affected employee records reference location and department values that were active and aligned when validation began.

Answer: D

Explanation:
Feedback:
The first step is to test whether the different behavior is caused by the data context used by affected records. The scenario suggests a second-order dependency between refreshed location values and later employee-record behavior.

NEW QUESTION # 108
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