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SAP C_THR81 Exam Syllabus Topics:

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

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Echte C_THR81 Fragen und Antworten der C_THR81 Zertifizierungsprüfung

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81 Prüfungsfragen mit Lösungen (Q84-Q89):

84. Frage
A consultant is validating a manager-led organizational change process in a public cloud SAP SuccessFactors Employee Central tenant before a controlled regional launch. In the web-based UI, managers can select company and legal entity, but for one newly activated structure the available employee class values are broader than expected and include classes intended for a different operational branch. Other structures display the correct narrowed list.
The transaction still saves, but testers are choosing incorrect combinations because the filtered scope is too wide. HR leadership wants the issue corrected before training because downstream approvals and reporting depend on controlled employee class selection. The customer does not want broader visibility across structures or a separate process for this new rollout group.
What is the best next step?
Response:

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

Antwort: B

Begründung:
Feedback:
The issue is not missing values but an over-broad filtered list. Because the behavior is isolated to one newly activated structure, the most likely cause is a misaligned master-data relationship controlling which employee classes should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and approvals.

85. Frage
A consultant is validating a manager-driven internal movement process in a public cloud SAP SuccessFactors Employee Central Core tenant before a pilot launch. In the web-based UI, the transaction saves for all tested employees, but for one newly introduced employee category the expected post-save update to a related employment information field does not occur when the movement reason is marked as temporary.
Permanent movement reasons work correctly for the same category, and older employee categories behave as expected for both cases. The customer wants to keep a single standardized movement process across the tenant and does not want HR operations to repair the related field manually after each temporary movement.
What should the consultant investigate first?
Response:

A. Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.
B. Reclassify employees in the new category into an older category during temporary moves so the existing update behavior can be reused.
C. Review the transaction configuration or derivation dependency for temporary movement reasons in the newly introduced employee category, then correct the post-save update logic.
D. Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.

Antwort: C

Begründung:
Feedback:
The transaction saves successfully, so the base execution path is functioning. The issue is limited to a specific interaction between one new employee category and temporary movement reasons, which points to a conditional derivation or configuration dependency in post-save processing. Correcting that dependency addresses the root cause while preserving a single standardized process.

86. Frage
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating employee transfers between organizational units after a recent corporate data maintenance cycle. In the web-based UI, the transfer action opens normally, but for one set of regions the target department list is incomplete even though the departments exist in the system. Users can complete transfers in other regions without issue.
HR administrators confirm that the missing departments were introduced during the latest corporate structure update and should be available only within specific organizational combinations. The customer wants the consultant to restore accurate selection behavior without weakening organizational controls or exposing departments outside their intended scope.
What is the best next step?
Response:

A. Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.
B. Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.
C. Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.
D. Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.

Antwort: B

Begründung:
Feedback:
The departments already exist, and the issue is limited to regions affected by the latest corporate data update. That indicates a structural relationship or effective-dating problem in organizational data, not a missing object or general permission failure. Reviewing and correcting the department associations restores valid availability within the intended combinations while preserving organizational controls.

87. Frage
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A. Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.
B. Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.
C. Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
D. Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.

Antwort: D

Begründung:
Feedback:
The workflow engine is active because requests save and route. The incorrect routing occurs only when two conditions interact and only for one newly added region. That points to a conditional precedence or routing-rule dependency, not a missing workflow structure. Correcting the rule logic addresses the actual cause while preserving a shared maintainable workflow model.

88. Frage
A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A. Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
B. Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
C. Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
D. Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.

Antwort: D

Begründung:
Feedback:
The department exists, and the issue is limited to a newly added regional structure after recent corporate data maintenance. That points to a relationship problem in foundation data rather than a missing object or UI defect. Correcting the company-division-department association restores the intended filtered availability while preserving controlled organizational scope.

89. Frage
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