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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 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A tester suggests changing workflow routing so insurance employee changes always go directly to a compliance reviewer, regardless of employee and position context. This would reduce pending corporate HR items before the regulated review.
Why is this approach less appropriate?
Response:

A) It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
B) It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
C) It is less appropriate because corporate HR must always approve insurance employee changes.
D) It prevents HR partners from updating branch employee records.

2. A consultant is validating a manager-driven department change process in a public cloud SAP SuccessFactors Employee Central Core tenant. In the web-based UI, managers can start the transaction and select the employee&#x2019;s company, but for one newly onboarded region the list of available divisions is not empty and not missing values; instead, it shows valid-looking divisions in the wrong business order, causing the intended default division to appear below unrelated regional values.
Other regions show the correct narrowed list. HR leadership wants the consultant to correct the issue before training because users must follow controlled organizational selection without relying on trial-and-error. The customer does not want a separate regional transaction or broader division exposure across companies.
What is the best next step?
Response:

A) Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
B) Review the organizational relationships and assignment logic introduced for the newly onboarded region, then correct the company-to-division association controlling the filtered division list.
C) Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.
D) Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.

3. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:

A) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
B) It prevents business unit values from being used in employee imports.
C) It is less appropriate because corporate HR must always approve regulated position changes.
D) It is less appropriate because branch positions cannot participate in any Employee Central workflow.

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

5. <strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Delay all testing until every employee and position record across the full company is reloaded and reviewed.
B) Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
C) Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
D) Allow managers to view all positions during testing, then restore regional filtering before production preparation.

Solutions: