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SAP C_THR81_2605 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position lifecycle processes 1. Position creation and maintenance 2. Position hierarchy and reporting structure - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships
Topic 2: 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. Personal data and employment records 2. Job information and employment details
Topic 3: 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
Topic 4: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Transfers, promotions, and compensation changes 2. Workflow and approval processes - Hiring and onboarding processes 1. Onboarding data flow 2. Recruit-to-hire integration concepts

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C_THR81_2605 - SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) –Trustable Test Lab Questions

No doubt the SAP C_THR81_2605 certification is a valuable credential that offers countless advantages to C_THR81_2605 exam holders. Beginners and experienced professionals can validate their skills and knowledge level with the SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81_2605 Exam and earn solid proof of their proven skills.

SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q22-Q27):

NEW QUESTION # 22
<strong>CHALLENGE 1 — Service Line References for Underwriting Records</strong> The operations sponsor asks whether SIT can continue if only the affected underwriting records are corrected. HR operations has limited time before policy renewal staffing scenarios are added.
Which evidence best supports continuing with bounded scope?
Response:

A. The workflow notification log shows that position-change messages were generated for the affected employees.
B. Regional managers can see all underwriting records after temporary access is granted for the SIT window.
C. HR operations can manually update the reviewed association for all records before the staffing scenarios begin.
D. The affected records are linked to specific revised reference values, and unaffected claims records still validate against the intended regional pattern.

Answer: D

Explanation:
Feedback:
This evidence separates the affected dependency from the broader SIT population. It supports targeted correction while preserving confidence that unaffected claims records still follow the intended pattern.

NEW QUESTION # 23
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A. Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.
B. Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
C. Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.
D. Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.

Answer: C

Explanation:
Feedback:
The workflow starts normally, so the process framework is active. The failure is specific to one newly added business area and appears only at the approver-resolution layer when delegation should apply. That indicates a configuration or rule dependency tied to how delegation is resolved for that area. Correcting the rule restores the intended routing while preserving a shared, maintainable workflow model.

NEW QUESTION # 24
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
B. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.
C. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.
D. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.

Answer: B

Explanation:
Feedback:
The transaction itself saves, and the issue is limited to one newly added business unit. That means the core process is functioning, but the derivation dependency for that organizational scope is incomplete or misaligned. Reviewing and correcting the transaction setup for the new business unit addresses the root cause and preserves standardized processing.

NEW QUESTION # 25
<strong>CHALLENGE 4 — Position Change Routing for Resort Review</strong> A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A. Whether every resort operations manager should be added to all position-change workflows during remediation.
B. Whether the workflow notification text tells users that banquet requests may remain with HR coordination.
C. Whether HR coordination can approve all position changes centrally until seasonal validation begins.
D. Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.

Answer: D

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

NEW QUESTION # 26
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A. Create duplicate cost center records for the new structure so the intended values appear separately in the list.
B. Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.
C. Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
D. Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.

Answer: D

Explanation:
Feedback:
The available list is too broad, which indicates that the issue is not missing data but incorrect scoping in foundation object relationships. Because the problem is limited to one newly onboarded structure, the most likely cause is a misaligned organizational association controlling which cost centers should appear. Correcting that association restores controlled selection and protects reporting accuracy.

NEW QUESTION # 27
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