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SAP C_THR81_2605 Exam Syllabus Topics:
| Section | Objectives |
|---|---|
| Topic 1: Employee Central Data Management | - Employment information and job information - Employee master data maintenance |
| Topic 2: Position Management | - Integration with Employee Central - Position hierarchy and reporting structure - Position object configuration |
| Topic 3: Employee Lifecycle Processes | - Job changes and transfers - Hire, rehire, and termination processes |
| Topic 4: Employee Central Core Configuration | - Company structure setup - Data models (Succession Data Model, Corporate Data Model) - Foundation objects |
| Topic 5: Security and Authorizations | - Role-based permissions - Data access control |
| Topic 6: Business Rules and Workflow | - Workflow setup and approvals - Business rules configuration |
SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:
1. <strong>CHALLENGE 4 — Position Change Routing for District Review</strong> After a targeted correction to mobile repair position context, one position change routes to the expected district manager. Another comparable mobile repair change still remains with HR services.
Which next step best avoids a partial-fix trap?
Response:
A) Apply the same position-context correction to every mobile repair record and assume routing will align after refresh.
B) Retest representative position-change transactions across affected mobile repair contexts and compare reviewer outcomes.
C) Remove HR services visibility from pending workflow requests so district review becomes the only visible path.
D) Close workflow validation because at least one corrected mobile repair change reached the expected reviewer.
2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for protected worker records. In the web-based UI, HR operations users can search the records, open the correction page, and edit the values for all approved populations. For one protected mobility population, the preview page shows the proposed changes correctly, but the final submission button is missing even though the same users can complete the process for all other groups.
HR administrators can submit corrections for that population successfully. The customer wants the operations team to manage this mobility population only for the approved month-end process and does not want administrator-level access copied broadly. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:
A) Ask HR administrators to continue processing the mobility population each month while operations users handle the rest of the workforce.
B) Temporarily move the mobility population into the general operations scope during each cycle and restore the restriction afterward.
C) Review the operations role permissions and target-population scope for the final submission step, then adjust only the approved execution scope required for that mobility population.
D) Copy the HR administrator permissions to the operations team during each month-end cycle so the missing submission button appears for the mobility population.
3. <strong>CHALLENGE 4 — Transfer Workflow Routing for Plant Review</strong> After a targeted correction to engineering position context, one transfer routes to the expected plant reviewer. Another comparable engineering transfer still remains with corporate HR.
Which next step best avoids a partial-fix trap?
Response:
A) Close workflow validation because at least one corrected engineering transfer reached the expected reviewer.
B) Retest representative transfer transactions across affected engineering contexts and compare reviewer outcomes.
C) Remove corporate HR visibility from pending workflow requests so plant review becomes the only visible path.
D) Apply the same position-context correction to every engineering record and assume routing will align after refresh.
4. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary manager reassignment requests. In the web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked reporting change are routed to the standard manager-approval path instead of the intended risk-review step.
Existing populations with the same combination still route through the risk-review step. The customer wants to preserve the shared workflow model because creating separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing issue without changing the business process design.
What is the best corrective action?
Response:
A) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date with position-linked reporting change.
B) Create a separate workflow for the new operational population so those requests always include the risk-review step.
C) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.
D) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.
5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-primary-role process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee segment the expected post-save update to the employee’s regular shift indicator does not occur. The same action updates that indicator correctly for existing segments.
HR operations wants to keep one standardized return process across the tenant and does not want to maintain the shift indicator manually after each approved request. The issue began after the new segment was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process into segment-specific variants.
What should the consultant investigate first?
Response:
A) Reclassify affected employees temporarily into an older segment so the existing return process can be reused without further setup changes.
B) Ask HR operations to update the regular shift indicator manually for the new segment until the pilot period is complete.
C) Review the post-save derivation or action configuration for the new segment, then correct the dependency controlling the regular shift indicator update.
D) Give managers direct edit access to the regular shift indicator so they can complete the missing update during the same transaction.
Solutions:
| Question # 1 Answer: B | Question # 2 Answer: C | Question # 3 Answer: B | Question # 4 Answer: A | Question # 5 Answer: C |
