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SAP C_THR81_2605 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q108-Q113):

NEW QUESTION # 108
CHALLENGE 4 — Employee Data Workflow for Compliance Review A branch employee data change routes to the expected compliance reviewer, but a comparable insurance employee data change remains with corporate HR administrators. The same compliance reviewer can approve other changes in assigned branch contexts.
What should be validated before changing workflow configuration?
Response:

A. Whether corporate HR can approve all employee changes until the regulated workforce review begins.
B. Whether the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.
C. Whether every compliance reviewer should be added to all employee data workflows during remediation.
D. Whether workflow notification text explains that insurance requests may remain with corporate HR.

Answer: B

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

NEW QUESTION # 109
CHALLENGE 1 — Foundation Data Sequence for Field Workforce Setup The import logs do not show a single rejected file, yet position assignments behave differently depending on which regional values are referenced. The project lead wants to avoid a broad reload unless the second-order cause is clear.
What should the consultant determine first?
Response:

A. Whether HR specialists can edit the employee records directly from the employee profile screen.
B. Whether all regional managers have the same permission role before reviewing imported positions.
C. Whether affected position records reference foundation values that were inactive, missing, or created after the import sequence.
D. Whether workflow approvers can manually reroute affected position changes during the next validation cycle.

Answer: C

Explanation:
Feedback:
The scenario points to a second-order dependency where imported records may save but later behave inconsistently because referenced foundation values were not stable at import time. Confirming that dependency is necessary before choosing a reload, permission change, or workflow adjustment.

NEW QUESTION # 110
CHALLENGE 4 — Position Change Routing for Resort Review 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 the workflow notification text tells users that banquet requests may remain with HR coordination.
B. Whether every resort operations manager should be added to all position-change workflows during remediation.
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 # 111
A consultant is validating a manager-driven organizational change process in SAP SuccessFactors Employee Central Core before a pilot launch. In the public cloud web-based UI, managers can save the transaction, but for one newly introduced employee subgroup the expected event-based follow-on update does not occur.
The same transaction triggers the update correctly for all established subgroups. The customer wants to keep a single standardized change process across the tenant and does not want HR teams to add the missing update manually after each case. The issue appeared only after the new subgroup was enabled for the transaction during the latest setup cycle.
What should the consultant investigate first?
Response:

A. Give managers direct access to the follow-on update fields so they can complete both parts of the process in one transaction.
B. Ask HR teams to complete the missing follow-on update manually for the new subgroup until the pilot is finished.
C. Review the transaction configuration and event-driven setup for the new subgroup, then correct the dependency controlling the missing post-save update.
D. Reassign the affected employees temporarily into an existing subgroup so the follow-on update triggers under older setup conditions.

Answer: C

Explanation:
Feedback:
The transaction saves successfully, so the base process is functioning. The missing follow-on update is limited to a newly introduced subgroup, which strongly indicates a subgroup-specific configuration or event dependency issue. Correcting that setup resolves the source cause while preserving a single standardized process.

NEW QUESTION # 112
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries Compliance operations managers request temporary access to all branch and insurance division positions so they can clear pending remediation cases. The HR governance owner wants legal entity boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Restrict compliance managers from all insurance positions until branch testing is fully complete.
B. Validate assigned-scope access and target populations with representative compliance managers before considering any limited exception.
C. Grant cross-entity access temporarily and rely on post-remediation review to identify inappropriate visibility.
D. Keep current access unchanged and classify all blocked cases as proof that legal entity boundaries are working.

Answer: B

Explanation:
Feedback:
This approach supports valid compliance participation while preserving legal entity boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 113
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