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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
Employee Data Management	- Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes - Data maintenance 1. Workflow and approvals 2. Personal and employment data
Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
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
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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q150-Q155):

NEW QUESTION # 150
CHALLENGE 1 — Location Data Readiness for Clinic Employee Records During template validation, HR analysts can create employee records for clinic locations, but rehabilitation-center records show different required-field behavior. Recent configuration notes show that some location-related values were refreshed after employee and position validation began.
Which action best supports a controlled readiness decision?
Response:

A. Compare affected records against active location and department values, then correct only records with confirmed dependent-data impact.
B. Give HR analysts broader edit access so they can manually complete the missing fields during validation.
C. Pause all validation and rebuild every location, department, employee, and position record from the beginning.
D. Continue testing because the records save successfully and required-field behavior can be reviewed after rollout.

Answer: A

Explanation:
Feedback:
This option tests the dependency between refreshed location values and employee record behavior before selecting a correction scope. It supports a bounded readiness decision without assuming that every template record is affected.

NEW QUESTION # 151
CHALLENGE 4 — Position Change Routing for Resort Review A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A. Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.
B. Whether the workflow notification text tells users that banquet requests may remain with HR coordination.
C. Whether every resort operations manager should be added to all position-change workflows during remediation.
D. Whether HR coordination can approve all position changes centrally until seasonal validation begins.

Answer: A

Explanation:
Feedback:
The resort manager can approve other changes, so workflow configuration may not be broadly incorrect. The affected banquet change should be traced through employee context, position assignment, and resort responsibility before workflow rules are adjusted.

NEW QUESTION # 152
CHALLENGE 4 — Manager Change Workflow for Store and Warehouse Contexts A store manager change routes to the expected district reviewer, but a comparable warehouse manager change remains with HR operations. The same district reviewer can approve other employee changes in assigned stores.
What should be validated before changing workflow routing?
Response:

A. Whether every district manager should be added to all manager-change workflows for the rehearsal period.
B. Whether the warehouse employee context, position assignment, and district responsibility support reviewer determination for the affected request.
C. Whether HR operations can approve all manager changes centrally until final manager testing is complete.
D. Whether the workflow notification text tells users that warehouse requests may remain with HR operations.

Answer: B

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

NEW QUESTION # 153
CHALLENGE 2 — Branch Position Responsibility for Regulated Review After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A. Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
B. Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
C. Close position responsibility validation because one corrected request reached the expected compliance reviewer.
D. Retest representative insurance position changes across affected contexts and compare reviewer outcomes.

Answer: D

Explanation:
Feedback:
One successful correction does not prove that the responsibility pattern is stable across comparable insurance contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 154
CHALLENGE 1 — Foundation Data Sequence for Field Workforce Setup The import logs do not show a single rejected file, yet position assignments behave differently depending on which regional values are referenced. The project lead wants to avoid a broad reload unless the second-order cause is clear.
What should the consultant determine first?
Response:

A. Whether affected position records reference foundation values that were inactive, missing, or created after the import sequence.
B. Whether HR specialists can edit the employee records directly from the employee profile screen.
C. Whether all regional managers have the same permission role before reviewing imported positions.
D. Whether workflow approvers can manually reroute affected position changes during the next validation cycle.

Answer: A

Explanation:
Feedback:
The scenario points to a second-order dependency where imported records may save but later behave inconsistently because referenced foundation values were not stable at import time. Confirming that dependency is necessary before choosing a reload, permission change, or workflow adjustment.

NEW QUESTION # 155
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