Free C_THR81_2605 Exam Questions (2026): SAP SuccessFactors Employee Central System-Based Practice

Step-by-Step Execution:

1. Navigate to Manage Business Rules and create a new rule using the Display Internal Job History scenario.
2. Set the IF statement to filter for the specific Event Reason (e.g., Promotion), and note that you cannot configure a THEN statement for this scenario.
3. Navigate to Configure People Profile via Action Search.
4. Search for the Internal Job History block and drag it into the desired profile section.
5. Configure the block by selecting the specific fields to display (e.g., Job Title, Pay Grade, Business Unit) and assign the business rule you just created.
6. Select Save to finalize the People Profile changes.
7. Ensure the appropriate users have the Employee Widgets -> Internal Job History permission granted in Role-Based Permissions (RBP) so they can view the block.

Example Values:

• Rule Scenario: Display Internal Job History
• Target Event Reason Filter: Promotion
• Selected Block Fields: Job Title, Pay Grade, Business Unit

Expected Result: Managers viewing an employee's profile will see a dedicated, read-only block displaying solely past promotion records and the explicitly chosen fields, hiding all other historical job data.

Quick Mistakes:

• Attempting to add a THEN statement in the business rule, which is not supported for the Internal Job History scenario.
• Adding the block to the People Profile but forgetting to grant the "Employee Widgets" RBP permission, leaving the block invisible to users.

Exam Insight:

• Concept Tested: Internal Job History configuration and application-specific rule scenarios.
• Exam Importance: The exam tests your understanding of data visibility. You must know that the Internal Job History is strictly a view-only, filtered version of the Job Information history block, and that its controlling business rule only utilizes an IF statement (no THEN statement) to identify which event reasons to display.

Step-by-Step Execution:

1. Navigate to Manage Business Configuration using Action Search.
2. Expand the jobInfo HRIS Element and select the country-specific configuration for Germany (DEU).
3. Locate or add the field identifier travel-distance.
4. Set the Label to "Travel Distance", Enabled to "Yes", and Visibility to "Edit".
5. Select Save to finalize the changes in BCUI.
6. Navigate to Manage Permission Roles, edit the admin role, and grant all permission levels for the new DEU-Travel Distance field under the Job Information category.

Example Values:

• HRIS Element: jobInfo (Germany)
• Identifier: travel-distance
• Visibility: Edit

Expected Result: When viewing the Job Information block for an employee assigned to the Germany Legal Entity, the "Travel Distance" field is visible and editable. It remains entirely hidden for US employees.

Quick Mistakes:

• Adding the field to the global jobInfo element instead of the localized jobInfo element for DEU, making it globally visible to all employees.
• Reusing a country-specific field across multiple countries and attempting to give it a different visibility or requirement status in each country. When reusing a CSF field, only the label can be changed.
• Forgetting to grant Role-Based Permissions for the new localized field, preventing any users from actually seeing it on the profile.

Exam Insight:

• Concept Tested: Country-Specific Succession Data Model (CSF) configuration via BCUI.
• Exam Importance: The exam heavily tests your knowledge of how localized fields dynamically display. You must understand that an employee's assigned Legal Entity dictates exactly which country-specific fields appear in Job Information, Employment Details, and Compensation Information.

Step-by-Step Execution:

1. Navigate to Manage Data using Action Search.
2. Select Create New → Employee Central Quick Action Template.
3. Select Change Location of Position from the Use Case dropdown list.
4. In the Position Information section, verify that the Base Object is set to Position (Position) and the Field is Location (location).
5. Choose Save to finalize the template (ensure you do not exceed 8 base fields total).
6. Navigate to Manage Permission Roles, select the Manager role, and grant the Use permission for this specific template under the Employee Central Quick Actions category.

Example Values:

• Use Case: Change Location of Position.
• Base Object: Position (Position).

Expected Result: When logged in as a Manager, navigating to Home → Company Info → My Team Positions reveals an action menu (...) on their lower-level position cards. Selecting Change Location of Position opens a streamlined UI to update the field.

Quick Mistakes:

• Adding more than 8 standard fields to the Quick Action template, which triggers a save error.
• Forgetting to grant the Manager role permission to both Insert/Correct the Position object and Use the specific Quick Action Template.

Exam Insight: This tests Manager Self-Service (MSS) capabilities and configuration limits. Exams often test the exact field limitations (maximum 8 fields) for Quick Action templates (except for Copy Position scenarios which allow 10).

Step-by-Step Execution:

1. Navigate to Manage Business Rules and create a new rule using the Trigger Rules for Event Reason Derivation scenario.
2. Enter the Rule Name and ID, and select Job Information Model as the Base Object.
3. Set the first IF statement to check if the Event Reason value is NOT EQUAL to Null, and leave its THEN statement blank.
4. Add an ELSE IF statement to check if the field value (e.g., Is Eligible for Benefit) has changed.
5. In the corresponding THEN statement, set the Event Reason value to the target reason (e.g., Benefits Adjustment).
6. Navigate to Manage Business Configuration (BCUI), choose the jobInfo HRIS Element, and add the rule under Trigger Rules with the Event Type set to onSave.
7. Select Save.

Example Values:

• Rule Scenario: Trigger Rules for Event Reason Derivation
• Base Object: Job Information Model
• Target Event Reason: Benefits Adjustment (PAYBEN)

Expected Result: When a manager updates the "Is Eligible for Benefit" field in an employee's Job Information and clicks save, the system automatically assigns the "Benefits Adjustment" event reason, bypassing manual selection.

Quick Mistakes:

• Failing to include the initial IF condition checking that the Event Reason is not equal to Null, which can cause the rule to accidentally overwrite an event reason that was already supplied.
• Assigning the rule in BCUI using an event type other than onSave. Event Reason Derivation rules must be triggered onSave.
• Including spaces in the Rule ID, which prevents the rule from triggering correctly.

Exam Insight:

• Concept Tested: Application-specific rule scenarios, ERD best practices, and rule assignment in BCUI.
• Exam Importance: Event Reason Derivation is a highly tested concept because it dictates employee status updates. You must understand the best practice of placing the "Not Equal to Null" check first, grouping logic within a single rule for performance, and using a "catch-all" event reason to prevent system errors.

Step-by-Step Execution:

1. Navigate to Position Management Settings using Action Search.
2. Select the Hierarchy Adaptation tab.
3. Ensure the Leading Hierarchy field is set to Position Hierarchy.
4. Locate the setting Reassign Direct Reports According to Position Hierarchy on Termination Screen.
5. Select Yes - Always from the dropdown menu to hide the manual transfer section on the termination UI and enforce automatic reassignment.
6. Choose Save to apply the configuration.

Example Values:

• Leading Hierarchy: Position Hierarchy.
• Reassign Direct Reports: Yes - Always.

Expected Result: When terminating a manager through the UI, the system automatically runs a background process transferring their direct reports to the incumbent of the parent position, without prompting the user to make a decision.

Quick Mistakes:

• Leaving Leading Hierarchy set to "Reporting Hierarchy", which disables position-based adaptation.
• Assuming this setting transfers the actual positions up the hierarchy; it only transfers the incumbents (direct reports) to the next available supervisor.

Exam Insight: Tests your understanding of Follow-Up Processes tied to the employee lifecycle. You must know the difference between the "Yes - Optional" and "Yes - Always" settings on the Termination Screen and how they impact the UI.