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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position management setup 1. Position object configuration 2. Position hierarchies - Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management
Topic 2: Reporting and Integration	- Integration concepts 1. API and data integration basics 2. Integration with SAP systems - Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports
Topic 3: 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
Topic 4: Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
Topic 5: SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Job structure 2. Company structure - Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q189-Q194):

NEW QUESTION # 189
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

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

Answer: B

Explanation:
Feedback:
The missing location exists and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely source is a relationship problem in foundation data. Correcting the company-department-location association restores proper filtered availability while preserving governance and the standard process design.

NEW QUESTION # 190
A consultant is validating a newly enabled internal transfer process in SAP SuccessFactors Employee Central before a controlled rollout. In the public cloud web-based UI, managers can start the transfer and complete the first steps, but for one new country combination the employment details section keeps one required field editable until validation, then turns it read-only before submission. Other country combinations keep the field editable throughout the process.
The customer confirms the field must remain editable because the final value drives downstream approval routing and reporting. They do not want a country-specific transfer variant or a manual correction step after submission. The issue appeared after recent country-specific setup adjustments were introduced for the rollout.
What should the consultant investigate first?
Response:

A. Review the country-specific transfer setup controlling editability across the action sequence, then correct the dependency that changes the field to read-only before submission.
B. Grant managers broader employee-maintenance permissions so the field remains editable during the final stage of transfer processing.
C. Reload sample employee records from the affected countries so the transfer process rebuilds the field behavior automatically.
D. Ask managers to complete the transfer and let HR operations correct the field afterward for the affected country combination.

Answer: A

Explanation:
Feedback:
The field is available and editable early in the action, so the process design includes it correctly. The failure is that editability changes only for one country combination at a later validation point, which points to a country-specific setup dependency controlling behavior across the transfer sequence. Correcting that configuration addresses the root cause while preserving the standard transfer model.

NEW QUESTION # 191
A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A. Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.
B. Create a separate workflow for the new service population so the governance review step is always included for those requests.
C. Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.
D. Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.

Answer: A

Explanation:
Feedback:
The workflow engine is functioning because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a routing-rule or rule-precedence problem rather than missing workflow activation. Correcting that logic addresses the root cause and preserves the shared workflow structure.

NEW QUESTION # 192
<strong>CHALLENGE 3 — Role-Based Access Boundaries for HR Operations</strong> Support tickets increase because some HR specialists cannot view records they believe they need for validation. A project coordinator suggests temporarily assigning a broader HR role to all regional HR users until testing is complete.
What is the best configuration decision?
Response:

A. Remove regional restrictions from employee records and rely on workflow approvals to control inappropriate changes.
B. Defer permission validation until after position and workflow testing are fully complete.
C. Use broad temporary access because the environment is still preproduction and validation speed is the immediate priority.
D. Adjust target populations and role assignments based on the intended regional responsibilities, then retest with representative HR users.

Answer: D

Explanation:
Feedback:
This option keeps access aligned with the regional operating model while allowing valid HR testing to continue. It addresses the governance-sensitive permission structure directly rather than masking it with broad access.

NEW QUESTION # 193
<strong>CHALLENGE 4 — Position Change Routing for Regional Review</strong> After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

A. Remove HR operations visibility from pending workflow requests so regional review becomes the only visible path.
B. Close workflow validation because at least one corrected underwriting change reached the expected reviewer.
C. Retest representative position-change transactions across affected underwriting contexts and compare reviewer outcomes.
D. Apply the same position-context correction to every underwriting record and assume routing will align after refresh.

Answer: C

Explanation:
Feedback:
One successful request does not prove that the correction works across comparable underwriting contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

NEW QUESTION # 194
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