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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:

Question #1
<strong>CHALLENGE 1 &#x2014; Engineering Department References for Transfer Records</strong> During hypercare, most transfer-related employee updates process successfully, but selected engineering-center employees show an unexpected plant association in manager-facing review. Engineering department values were adjusted during final cutover preparation.
Which action best supports a controlled stabilization path?
Response:

A. Give plant managers access to all engineering employee records so they can review and correct the plant association manually.
B. Continue active transfer processing because the employee updates saved and the plant association can be reviewed later.
C. Compare affected records against active plant and engineering department values, then correct only records with confirmed dependency impact.
D. Reprocess all transfer-related employee and position records because any final cutover department adjustment invalidates the live dataset.

Question #2
<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 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 the workflow notification for rehabilitation-center employees uses the correct message text.

Question #3
A consultant is validating a position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A. Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.
B. Recreate the affected positions under an older family so the existing hold behavior applies immediately.
C. Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.
D. Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.

Question #4
A consultant is supporting a scheduled administrative update to position attributes in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. The import file is accepted, but a subset of rows fails because the records reference position codes that already exist with different effective timing than expected by the update plan.
The customer needs the changes loaded before a workforce review, but they do not want the consultant to overwrite valid historical information or remove existing timeline control from the position records. The failed rows are all related to changes that should begin next period rather than immediately. The consultant must choose a correction that preserves data history and future processing accuracy.
Which action should the consultant take first?
Response:

A. Remove future-dated timing information from the file and load all changes as immediate updates to ensure the workforce review uses current values.
B. Review the effective timing used in the import data and align the failed position updates with the correct future-dated record handling before reprocessing the affected rows.
C. Split the file by region and rerun it under a higher-access administrative account so the existing position codes can be updated more forcefully.
D. Delete the current position records for the failed rows so the import can recreate them cleanly with the new values.

Question #5
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A. Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.
B. Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
C. Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
D. Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.

Solutions: