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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. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

A) Ask managers to choose a temporary business unit and let HR operations correct the final value after the transaction is completed.
B) Create duplicate business-unit records for the new structure so the intended value appears separately in the selection list.
C) Review the organizational associations for company, department, and business unit in the new structure, then correct the relationship controlling filtered business-unit availability.
D) Broaden business-unit visibility for all related structures so managers can always find the missing value during organizational moves.

2. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> After selected data corrections, one regional position-change workflow routes correctly, but another comparable request still reaches an unexpected approver. The team wants to close the readiness review with minimal additional testing.
Which next step best confirms whether the correction is sufficient?
Response:

A) Apply the same correction to all regions and close workflow validation after one successful retest.
B) Disable workflow routing for position changes until all regional managers complete access validation.
C) Approve the corrected workflow case and treat the remaining variation as a user-training item.
D) Execute representative position-change transactions across affected regional contexts and compare approver results against the expected responsibility model.

3. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> 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) Validate assigned-scope access and target populations with representative compliance managers before considering any limited exception.
B) Restrict compliance managers from all insurance positions until branch testing is fully complete.
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.

4. <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 the workflow notification for rehabilitation-center employees uses the correct message text.
B) Whether the affected employee records reference location and department values that were active and aligned when validation began.
C) Whether department managers should be removed from validation until the template is finalized.
D) Whether HR shared services can complete all rehabilitation-center records without manager participation.

5. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A) Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
B) Review the country-specific configuration controlling the field&#x2019;s defaulting logic and correct the dependency supplying the value during hire creation.
C) Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
D) Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.

Solutions: