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SAP C_THR81_2605 Exam Syllabus Topics:

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

1. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> 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 HR shared services can complete all rehabilitation-center records without manager participation.
B) Whether the workflow notification for rehabilitation-center employees uses the correct message text.
C) Whether the affected employee records reference location and department values that were active and aligned when validation began.
D) Whether department managers should be removed from validation until the template is finalized.

2. A consultant is validating a position-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position&#x2019;s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A) Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
B) Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
C) Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.
D) Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary work-arrangement changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes to a general approval step instead of the intended review queue whenever both a temporary end date and a position-related organizational change are present.
Existing populations with the same combination still use the intended review queue. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the broader process.
What is the best corrective action?
Response:

A) Ask managers in the new population to submit these requests through HR administrators until the routing design can be simplified.
B) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-related organizational change.
C) Create a separate workflow for the new operating population so the intended review queue is always used for those requests.
D) Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.

4. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A) Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.
B) Grant broad visibility because complete case execution is more important than legal entity boundary evidence.
C) Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.
D) Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.

5. <strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:

A) Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.
B) Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
C) Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.
D) Reassign the hidden position to a different supervisor and repeat the review from the original manager account.

Solutions: