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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Security and Authorizations	- Data access control - Role-based permissions
Topic 2: Employee Lifecycle Processes	- Hire, rehire, and termination processes - Job changes and transfers
Topic 3: Position Management	- Position hierarchy and reporting structure - Integration with Employee Central - Position object configuration
Topic 4: Employee Central Data Management	- Employee master data maintenance - Employment information and job information
Topic 5: Employee Central Core Configuration	- Data models (Succession Data Model, Corporate Data Model) - Company structure setup - Foundation objects
Topic 6: Business Rules and Workflow	- Business rules configuration - Workflow setup and approvals

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q199-Q204):

NEW QUESTION # 199
A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

A. Broaden business unit visibility for all nearby structures so the same larger list appears consistently during reassignment processing.
B. Ask managers to continue using the current list and rely on training instructions to select the intended business unit during reassignment.
C. Review the organizational associations for company, legal entity, and business unit in the new structure, then correct the relationship controlling filtered business unit availability.
D. Create duplicate business unit records for the new structure so the intended values appear separately from the neighboring structure.

Answer: C

Explanation:
Feedback:
The issue is not that business units are missing; the available set is too broad. Because the behavior is limited to one newly activated structure, the most likely root cause is a misaligned foundation-data relationship controlling which business units should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and routing.

NEW QUESTION # 200
A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A. Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
B. Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
C. Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
D. Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.

Answer: C

Explanation:
Feedback:
The blocking action itself succeeds and the blocked state is stored, so the primary lifecycle update is functioning. The defect appears in the next layer, where blocked positions should stop participating in downstream staffing preparation. Because only the newly introduced usage type is affected, the most likely root cause is a usage-type-specific configuration dependency controlling downstream enforcement after save.

NEW QUESTION # 201
CHALLENGE 1 — Service Line References for Underwriting Records The operations sponsor asks whether SIT can continue if only the affected underwriting records are corrected. HR operations has limited time before policy renewal staffing scenarios are added.
Which evidence best supports continuing with bounded scope?
Response:

A. The workflow notification log shows that position-change messages were generated for the affected employees.
B. Regional managers can see all underwriting records after temporary access is granted for the SIT window.
C. The affected records are linked to specific revised reference values, and unaffected claims records still validate against the intended regional pattern.
D. HR operations can manually update the reviewed association for all records before the staffing scenarios begin.

Answer: C

Explanation:
Feedback:
This evidence separates the affected dependency from the broader SIT population. It supports targeted correction while preserving confidence that unaffected claims records still follow the intended pattern.

NEW QUESTION # 202
CHALLENGE 4 — Employee Data Workflow for Compliance Review The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A. Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
B. Corporate HR can approve every pending request before the remediation summary is submitted.
C. Compliance reviewers receive notification emails for some successful branch employee changes.
D. The team can manually list which insurance requests remain pending with corporate HR.

Answer: A

Explanation:
Feedback:
This evidence confirms the dependency between source context and reviewer determination. It supports a remediation recommendation based on repeatable system behavior rather than manual completion or status reporting.

NEW QUESTION # 203
CHALLENGE 4 — Transfer Workflow Routing for Plant Review 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. Remove corporate HR visibility from pending workflow requests so plant review becomes the only visible path.
B. Close workflow validation because at least one corrected engineering transfer reached the expected reviewer.
C. Retest representative transfer transactions across affected engineering contexts and compare reviewer outcomes.
D. Apply the same position-context correction to every engineering record and assume routing will align after refresh.

Answer: C

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

NEW QUESTION # 204
......

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