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SAP C_THR81 Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Employee Central Core	25%	- Person & Employment Information - Global Assignment & Concurrent Employment - Time & Attendance Integration
Topic 2: Data Models & Foundation Objects	25%	- Metadata Framework (MDF) & Generic Objects - Picklists, Business Rules & Event Derivation - Corporate, Succession & Country-Specific Data Models
Topic 3: Security & Workflows	15%	- Workflow Configuration & Approvals - Notifications & Event Reasoning - Role-Based Permissions (RBP)
Topic 4: Data Management & Integration	10%	- Integration with other SuccessFactors Modules - Company Structure Overview - Import Tools & Data Migration
Topic 5: Position Management	25%	- Mass Updates & Import/Export - Position Synchronization with Job Information - Position Hierarchy & Structure

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q56-Q61):

NEW QUESTION # 56
A consultant is testing a workflow for manager-submitted temporary supervisory coverage changes 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 support population, requests that include both a temporary end date and a position-linked approval impact bypass the intended control review and go straight to the final approval stage.
Existing populations with the same combination still pass through control review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A. Add the control reviewers directly to the final approval stage so affected requests still receive some oversight before completion.
B. Create a separate workflow for the new support population so the control review is always included for those requests.
C. Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
D. Ask managers in the new support population to stop using temporary supervisory coverage requests until the workflow model is revised later.

Answer: C

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 conditional routing or rule-precedence issue rather than missing workflow activation. Correcting that logic addresses the root cause while preserving the shared workflow structure.

NEW QUESTION # 57
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. Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.
B. Recreate the affected positions under an older family so the existing hold behavior applies immediately.
C. Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
D. Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.

Answer: D

Explanation:
Feedback:
The hold action saves and the status is displayed, so the primary lifecycle action works. The failure occurs in the next layer, where held positions should be restricted from downstream planning. Because only the newly introduced position family is affected, the most likely root cause is a family-specific configuration dependency controlling enforcement after save. Correcting that dependency restores the intended lifecycle behavior without changing the underlying design.

NEW QUESTION # 58
<strong>CHALLENGE 3 — District Manager Access for Municipal Boundaries</strong> District managers request broader visibility across treatment plant, pumping station, and mobile repair positions so they can help clear UAT items. The HR governance owner wants district-level access boundaries to remain visible during the UAT cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Keep current access unchanged and classify all blocked UAT items as evidence that the district model is secure.
B. Validate assigned-scope access and target populations with representative district managers before considering any limited exception.
C. Restrict district managers from all mobile repair positions until treatment plant validation is fully complete.
D. Grant cross-district access temporarily and rely on post-UAT review to identify any inappropriate record visibility.

Answer: B

Explanation:
Feedback:
This approach supports valid manager participation while preserving district-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 59
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. Create duplicate business unit records for the new structure so the intended values appear separately from the neighboring structure.
B. Broaden business unit visibility for all nearby structures so the same larger list appears consistently during reassignment processing.
C. Ask managers to continue using the current list and rely on training instructions to select the intended business unit during reassignment.
D. Review the organizational associations for company, legal entity, and business unit in the new structure, then correct the relationship controlling filtered business unit availability.

Answer: D

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 # 60
<strong>CHALLENGE 3 — Shared Services Access for Location-Based Boundaries</strong> HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A. Restrict HR shared-services access further until department managers complete all location-specific validation.
B. Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
C. Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
D. Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.

Answer: B

Explanation:
Feedback:
This approach supports valid HR work while still preserving location-based access boundaries. It validates the intended access model instead of choosing either throughput or restriction as the only priority.

NEW QUESTION # 61
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