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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Company structure 2. Job structure - Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects
Reporting and Integration	- Integration concepts 1. Integration with SAP systems 2. API and data integration basics - Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports
Position Management	- Position management setup 1. Position hierarchies 2. Position object configuration - Integration with Employee Central 1. Business rules for position management 2. Position-to-employee mapping
Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Employee Data Management	- Data maintenance 1. Personal and employment data 2. Workflow and approvals - Employee lifecycle events 1. Hire, rehire, termination processes 2. Job and compensation changes

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q214-Q219):

NEW QUESTION # 214
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A. Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.
B. Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
C. Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.
D. Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.

Answer: D

Explanation:
Feedback:
The problem is not missing values but over-broad filtered availability. Because only one newly activated structure is affected, the likely root cause is a misaligned corporate data relationship controlling which divisions should be available after company and location are selected. Correcting that relationship restores controlled selection and supports downstream reporting and routing integrity.

NEW QUESTION # 215
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A. Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.
B. Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.
C. Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.
D. Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.

Answer: A

Explanation:
Feedback:
The visible symptom is a missing position block for managers, but the second reasoning layer is authorization scope, not object existence. HR administrators can see the block, which confirms the block and position-related configuration are active. The likely upstream dependency is that the manager role lacks either the required position permissions, the correct target population, or both. Adjusting only the manager scope preserves governance and restores access only where the reporting relationship allows it.

NEW QUESTION # 216
CHALLENGE 3 — Operations Manager Access for Campus Boundaries An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the permission role, target population, and campus responsibility assignment align for both assigned and unassigned records.
B. Whether the operations manager should be given access to all records until the facilities position list is corrected.
C. Whether the employee creation import should be reloaded before any access testing continues.
D. Whether HR administration can review the facilities position instead of the operations manager during rollout planning.

Answer: A

Explanation:
Feedback:
The behavior includes both missing valid access and visible out-of-scope access, so role, target population, and responsibility assignment need to be evaluated together. This directly tests the campus access boundary model.

NEW QUESTION # 217
CHALLENGE 4 — Transfer Workflow Routing for Plant Review A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A. Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
B. Whether every plant manager should be added to all transfer workflows during the hypercare period.
C. Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
D. Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.

Answer: A

Explanation:
Feedback:
The plant reviewer can approve other changes, so the workflow configuration may not be broadly incorrect. The affected engineering transfer should be traced through employee context, position assignment, and plant responsibility before workflow rules are adjusted.

NEW QUESTION # 218
CHALLENGE 1 — Location Data Readiness for Clinic Employee Records 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 department managers should be removed from validation until the template is finalized.
C. Whether the affected employee records reference location and department values that were active and aligned when validation began.
D. Whether HR shared services can complete all rehabilitation-center records without manager participation.

Answer: C

Explanation:
Feedback:
The first step is to test whether the different behavior is caused by the data context used by affected records. The scenario suggests a second-order dependency between refreshed location values and later employee-record behavior.

NEW QUESTION # 219
......

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