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SAP C_THR81_2605 Exam Syllabus Topics:

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

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Latest Valid C_THR81_2605 Test Simulator – First-Grade New Exam Guide for C_THR81_2605: SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q147-Q152):

NEW QUESTION # 147
A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A. Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.
B. Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.
C. Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.
D. Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.

Answer: C

Explanation:
Feedback:
The key artifact is that managers can access the transaction but cannot submit it for one protected population, while HR administrators can. That indicates the process configuration is working and the issue lies in authorization scope or target population settings. Adjusting only the manager permissions and scope for the approved population restores the intended process while preserving governance.

NEW QUESTION # 148
<strong>CHALLENGE 3 — District Manager Access for Store Cluster Boundaries</strong> District managers request temporary access to all store and warehouse positions so they can help clear open rehearsal items before final manager testing. The HR governance owner wants district-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

Answer: A

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

NEW QUESTION # 149
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position’s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A. Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.
B. Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.
C. Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.
D. Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.

Answer: D

Explanation:
Feedback:
The position change itself saves, so the basic update path is functioning. The breakdown appears only for records using the newly introduced lifecycle status sequence, which points to a second-order dependency between lifecycle status handling and post-save position behavior. Correcting that configuration restores automatic planning-indicator updates without abandoning the new reporting design.

NEW QUESTION # 150
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. Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
B. Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.
C. Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
D. Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.

Answer: C

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 # 151
A consultant is validating controlled data maintenance in a web-based SAP SuccessFactors Employee Central tenant before monthly administration begins. HR operations users can update employee records for most populations, but for one restricted population the edit action is visible and opens correctly while the final save is blocked.
HR administrators can complete the same update for those records. The customer wants the approved operations team to maintain that restricted population only for a defined administrative process, without extending broad HR administrator access or removing the protection boundaries already in place. The consultant must restore the process in a repeatable way for monthly use.
What is the best corrective action?
Response:

A. Review the operations role permissions and target population scope for the specific maintenance process, then adjust only the authorized update access needed for that restricted group.
B. Ask HR administrators to complete the restricted updates each month and let operations users handle the rest of the population.
C. Temporarily move the restricted population into the general operations scope during each monthly maintenance cycle and restore the boundary afterward.
D. Copy the HR administrator permission set to the operations team so the save action works for the restricted population immediately.

Answer: B

Explanation:
Feedback:
The operations users can open the action, which shows the process itself is available, but the save is blocked only for the restricted population. That indicates an authorization scope or target population issue at the update stage. Adjusting only the specific permissions and scope for the approved process restores the needed monthly maintenance path without weakening broader governance.

NEW QUESTION # 152
......

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