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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
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
Employee Central Core Configuration	- Employee master data management 1. Job information and employment details 2. Personal data and employment records - Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts
Position Management	- Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships - Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance
Configuration and Integration	- MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations - Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q168-Q173):

NEW QUESTION # 168
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a temporary position suspension process before a quarterly workforce review. In the web-based UI, HR specialists can set selected positions to a suspended status and save successfully. The new status is visible on the position record, but for a subset of suspended positions the expected restriction on downstream assignment actions does not apply, and users can still initiate follow-on staffing activity.
Earlier positions in the tenant behave correctly. The customer confirms the affected positions were all created under a newly introduced position group used for seasonal roles and wants to keep that design because planning reports depend on it. The consultant must correct the issue without requiring manual monitoring of every suspended position.
What is the best first action?
Response:

A. Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.
B. Recreate the affected positions under an older position group so the existing suspension behavior applies again.
C. Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.
D. Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.

Answer: D

Explanation:
Feedback:
The status update itself saves and is visible, so the initial position action is functioning. The breakdown appears in the next layer, where suspension should restrict downstream staffing behavior. Because only the newly introduced position group is affected, the most likely cause is a group-specific lifecycle dependency controlling enforcement after save. Correcting that configuration restores the intended control without abandoning the new reporting design.

NEW QUESTION # 169
<strong>CHALLENGE 4 — Workflow Routing for Cross-Regional Position Changes</strong> A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A. Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.
B. Whether the workflow notification text clearly explains that approver assignment may vary during testing.
C. Whether HR specialists can bypass the approval step for test records until routing is stabilized.
D. Whether all regional managers can be added as approvers to every position-change workflow.

Answer: A

Explanation:
Feedback:
The workflow behavior may depend on position and organizational data that was affected by earlier sequencing. Validating that context first prevents changing workflow rules to compensate for unstable source data.

NEW QUESTION # 170
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A. Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
B. Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
C. Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
D. Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.

Answer: D

Explanation:
Feedback:
The workflow itself is working because the request saves and routes. The failure is that one employee segment resolves to an outdated approver group, which indicates a determination issue in the rule or routing condition. Correcting that logic addresses the upstream dependency while preserving both historical workflow structures and maintainable future operation.

NEW QUESTION # 171
A consultant is validating a controlled correction process in a web-based SAP SuccessFactors Employee Central tenant before the first monthly audit run. HR operations users can search and open employee records for all approved populations. For one restricted group, they can enter changes and reach the preview screen, but when they attempt to submit, the action returns them to the record without saving.
HR administrators can submit the same correction successfully. The customer wants the approved operations team to manage this restricted group only for the audit-related monthly process and does not want broad administrator access copied to them. The consultant must restore repeatable execution while preserving the stricter control boundary around that population.
What is the best corrective action?
Response:

A. Ask HR administrators to process the restricted group each month while operations handles the remaining populations.
B. Review the operations role’s submit-level permission and target-population scope for the specific correction process, then adjust only the authorized execution scope for that restricted group.
C. Temporarily reclassify the restricted population into the general operations scope during the audit cycle and restore it afterward.
D. Copy the HR administrator role to the operations team for the audit month so the submission can complete for the restricted group.

Answer: B

Explanation:
Feedback:
The users can search, open, edit, and preview changes, which proves that general visibility and transaction access are already present. The failure occurs at the final execution layer for one protected group, indicating a submit-level permission or target-population scope problem rather than a full access failure. Adjusting only the authorized scope for that process restores the required monthly path while keeping governance intact.

NEW QUESTION # 172
<strong>CHALLENGE 3 — Terminal Manager Access for Operational Boundaries</strong> Terminal managers request broader visibility across all dockside, customs, and maintenance positions so they can help clear design validation items. The HR governance owner wants terminal-level access boundaries to remain visible during the design cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Grant cross-terminal access temporarily and rely on post-design review to identify any inappropriate record visibility.
B. Validate assigned-scope access and target populations with representative terminal managers before considering any limited exception.
C. Restrict terminal managers from all maintenance positions until dockside validation is fully complete.
D. Keep current access unchanged and classify all blocked design items as evidence that the terminal model is secure.

Answer: B

Explanation:
Feedback:
This approach supports valid manager participation while preserving terminal-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 173
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