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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core Configuration	- Employee master data management 1. Personal data and employment records 2. Job information and employment details - Data models and foundation objects 1. Corporate data model and configuration concepts 2. Foundation objects and generic objects (MDF)
Topic 2: Configuration and Integration	- MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations - Integration with SAP SuccessFactors modules 1. Integration with Recruiting Management 2. Integration with Payroll and Time Management (overview)
Topic 3: Position Management	- Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships - Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance
Topic 4: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Transfers, promotions, and compensation changes 2. Workflow and approval processes - Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow

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100% Pass 2026 Pass-Sure SAP C_THR81: Exam SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q106-Q111):

NEW QUESTION # 106
<strong>CHALLENGE 2 — Position Context for Engineering Center Assignments</strong> Engineering-center positions are available during transfer assignment, but some assigned employees show a plant context that does not match the engineering department model. Production position transfers behave as expected.
Which validation action best distinguishes position-context behavior from a general employee update concern?
Response:

A. Test representative engineering position assignments and manager-facing review results against the intended department and plant context.
B. Ask corporate HR analysts to complete all engineering transfers centrally until the weekly planning review is complete.
C. Remove plant context from engineering positions so that assignment can be completed without plant review.
D. Convert the affected engineering positions into production positions so they follow the working production transfer pattern.

Answer: A

Explanation:
Feedback:
This action tests whether engineering position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific department model rather than treating the observation as a generic employee update concern.

NEW QUESTION # 107
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is validating a process where position changes should drive downstream employee alignment before a regional restructuring review. In the web-based UI, a manager updates a position’s department assignment and saves successfully, but the incumbent employee record does not reflect the expected downstream change during validation. Other position updates, such as title corrections, appear normally.
The customer wants the consultant to correct the behavior without introducing manual follow-up steps for HR administrators, because the same operating model will be used across multiple regions. The project lead also wants to avoid broad redesign of working position processes this late in testing.
What is the best action to take first?
Response:

A. Review the configuration and propagation dependency between the position change and employee update behavior, then correct the specific mapping or rule that governs department alignment.
B. Recreate the affected positions with new identifiers so the employee records can inherit the correct department values from newly built objects.
C. Ask HR administrators to manually adjust employee department values after each position update until the restructuring review is complete.
D. Give managers additional edit access to employee records so they can correct downstream data directly after saving a position change.

Answer: A

Explanation:
Feedback:
The symptom is selective: the position update saves, and some downstream behavior works, but department alignment does not. That means the position object itself is active and the general process is functioning. The likely upstream issue is the specific dependency that governs how department-related changes propagate from the position to the incumbent employee. Correcting that mapping or rule targets the root cause while preserving the existing operating model.

NEW QUESTION # 108
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A. Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
B. Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.
C. Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.
D. Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.

Answer: C

Explanation:
Feedback:
The workflow starts normally, so the process framework is active. The failure is specific to one newly added business area and appears only at the approver-resolution layer when delegation should apply. That indicates a configuration or rule dependency tied to how delegation is resolved for that area. Correcting the rule restores the intended routing while preserving a shared, maintainable workflow model.

NEW QUESTION # 109
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. Create a separate workflow for the new support population so the control review is always included for those requests.
B. 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.
C. Ask managers in the new support population to stop using temporary supervisory coverage requests until the workflow model is revised later.
D. Add the control reviewers directly to the final approval stage so affected requests still receive some oversight before completion.

Answer: B

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 # 110
<strong>CHALLENGE 3 — Terminal Manager Access for Operational Boundaries</strong> Terminal managers request broader visibility across all dockside, customs, and maintenance positions so they can help clear design validation items. The HR governance owner wants terminal-level access boundaries to remain visible during the design cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

Answer: D

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

NEW QUESTION # 111
......

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