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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q143-Q148):

NEW QUESTION # 143
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. Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.
B. Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.
C. Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.
D. Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.

Answer: C

Explanation:
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.

NEW QUESTION # 144
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A. Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.
B. Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.
C. Add the intermediate approver to the final approval step so all assignment changes receive review before completion.
D. Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.

Answer: D

Explanation:
Feedback:
The workflow framework is functioning because requests save and reach approval. The breakdown occurs only for a newly introduced classification, which indicates the upstream dependency is the rule or condition that determines whether the intermediate review step is required. Correcting that classification-based logic restores the intended sequence while preserving a maintainable workflow design.

NEW QUESTION # 145
CHALLENGE 3 — Resort Manager Access for Hospitality Boundaries A resort operations manager can access employees in one assigned housekeeping department but cannot view a banquet position that belongs to their resort responsibility. Another unassigned conference-center position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the resort manager should be given access to all records until the banquet position list is corrected.
B. Whether the permission role, target population, and resort responsibility assignment align for both assigned and unassigned records.
C. Whether HR coordination can review the banquet position instead of the resort manager during remediation.
D. Whether the employee creation import should be reloaded before any access testing continues.

Answer: B

Explanation:
Feedback:
The behavior includes both missing valid access and visible out-of-scope access, so role, target population, and responsibility assignment need to be evaluated together. This directly tests the resort access boundary model.

NEW QUESTION # 146
CHALLENGE 3 — Shared Services Access for Location-Based Boundaries A project coordinator proposes a temporary role that lets HR shared services view all employee and position records across the network. The coordinator argues that this will prevent delays before the next validation group joins testing.
Why is this option less appropriate?
Response:

A. It requires all department managers to approve records before HR shared services can view them.
B. It forces the team to reload location and department values before permission roles can be tested.
C. It prevents HR shared services from completing employee data changes in the preproduction tenant.
D. It reduces the ability to confirm whether location-based target populations and role assignments support the intended operating model.

Answer: D

Explanation:
Feedback:
A broad temporary role would mask whether the final location-based access model is working. The scenario requires readiness evidence, not simply faster completion of open test cases.

NEW QUESTION # 147
CHALLENGE 1 — Business Unit References for Insurance Employee Records During template remediation, most branch employee updates validate correctly, but selected insurance claims supervisor records show a business unit relationship that does not match the expected legal entity context. Insurance division business unit values were adjusted after the initial foundation data load.
Which action best supports a controlled remediation decision?
Response:

A. Continue regulated workforce review because the employee records can be updated and the context can be reviewed later.
B. Give compliance managers access to all insurance employee records so they can manually review and correct legal entity context.
C. Compare affected records against active legal entity and business unit values, then correct only records with confirmed dependency impact.
D. Reload all foundation, employee, and position records because any post-load business unit adjustment invalidates the full remediation population.

Answer: C

Explanation:
Feedback:
This option validates the dependency between adjusted business unit values and affected employee records before deciding correction scope. It supports targeted remediation without assuming the entire population requires reload.

NEW QUESTION # 148
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