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

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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Business Configuration	- Configuration Tools 1. Manage Business Configuration (BCUI) 2. Employee Central Settings
Position Management	- Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement - Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping
Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information
Employee Central Core	- Data Models 1. Succession Data Model Overview 2. HRIS Elements Configuration - Foundation Objects 1. Legal Entity and Organizational Structures 2. Generic Objects (MDF basics)
Reporting and Integration	- Integration Basics 1. Data Replication Concepts 2. Employee Central APIs Overview - Reporting Tools 1. Stories and Analytics Overview 2. Ad Hoc Reports
Security and Permissions	- Role-Based Permissions 1. Field-Level Security 2. Permission Groups and Roles

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q112-Q117):

NEW QUESTION # 112
<strong>CHALLENGE 1 — Business Unit References for Insurance Employee Records</strong> The compliance director asks whether the regulated workforce review can begin if only selected insurance records are corrected. Regional HR partners have limited time to repeat foundation data and employee testing.
Which evidence best supports continuing with bounded scope?
Response:

A. Corporate HR administrators can manually update all insurance records before the regulated review begins.
B. Notification messages are generated for the affected employee data change requests.
C. Compliance managers can view all insurance records after temporary access expansion.
D. Affected insurance records are linked to specific adjusted business unit values, and unaffected branch records still validate against the intended pattern.

Answer: D

Explanation:
Feedback:
This evidence separates the affected dependency from the broader remediation population. It supports targeted correction while preserving confidence that unaffected branch records follow the intended pattern.

NEW QUESTION # 113
<strong>CHALLENGE 4 — Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A. Whether the notification wording explains that some requests may stay with HR shared services.
B. Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
C. Whether all employee change workflows should be routed to both HR and every department manager for testing.
D. Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.

Answer: B

Explanation:
Feedback:
The same manager can approve other changes, so the workflow configuration may not be universally wrong. The affected request should be traced through employee context, department value, and responsibility assignment before workflow rules are changed.

NEW QUESTION # 114
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is supporting an administrative load of position status updates before a planning checkpoint. The import file is accepted, but a subset of rows completes with warnings and leaves the affected positions unchanged. The warning pattern appears only for positions that already have pending workflow-driven updates not yet finalized.
Other rows in the same file update successfully. The customer wants the consultant to preserve the controlled approval process for pending position changes and avoid forcing users to cancel those requests just to finish the import. The solution must support future recurring loads without manual cleanup after each cycle.
What is the best next action?
Response:

A. Load the warning rows under a higher-access administrative role so the import can override the pending workflow state during the checkpoint cycle.
B. Remove the affected positions from future import files permanently and require web-based maintenance whenever workflow requests are active.
C. Cancel the pending workflow requests for the affected positions, then rerun the import so the unchanged rows can be updated immediately.
D. Adjust the import approach for positions with pending workflow-driven updates so the administrative load respects the existing in-process state instead of bypassing it.

Answer: D

Explanation:
Feedback:
The observable artifact is a warning-and-no-change outcome tied specifically to positions with pending workflow-driven updates. That points to a lifecycle dependency, not a generic import defect. Adjusting the import approach to respect the existing in-process state preserves approval governance and creates a repeatable administrative method for future cycles.

NEW QUESTION # 115
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a controlled process where approved vacant positions should become available for staffing preparation. In the web-based environment, position approval completes successfully and the status appears updated, but a subset of approved positions still does not appear in the next staffing-related step.
Positions created earlier in the project behave correctly. The affected records were all loaded during a recent hierarchy expansion and share the same new parent structure. The customer wants the consultant to preserve the position-driven operating model and avoid recreating large numbers of positions before the next test cycle.
What is the best action to take first?
Response:

A. Recreate the newly expanded hierarchy with simplified parent structures so future positions inherit a cleaner setup automatically.
B. Give staffing users broader search visibility so the approved positions appear even if the downstream readiness state is not fully aligned.
C. Review the dependency between approved position status and downstream staffing availability for the newly expanded hierarchy, then correct the configuration or binding that is not resolving for those positions.
D. Allow staffing users to create requests without selecting positions until the expanded hierarchy can be rebuilt after testing.

Answer: C

Explanation:
Feedback:
The key artifact is a state mismatch: approval is complete, yet downstream staffing availability does not follow. Because only positions in the new parent structure are affected, the likely second-order cause is not the approval itself but the binding between hierarchy setup and the next process step. Correcting that dependency repairs the upstream cause without abandoning the position-driven design.

NEW QUESTION # 116
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A. Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.
B. Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
C. Create duplicate cost center records for the new structure so the intended values appear separately in the list.
D. Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.

Answer: B

Explanation:
Feedback:
The available list is too broad, which indicates that the issue is not missing data but incorrect scoping in foundation object relationships. Because the problem is limited to one newly onboarded structure, the most likely cause is a misaligned organizational association controlling which cost centers should appear. Correcting that association restores controlled selection and protects reporting accuracy.

NEW QUESTION # 117
......

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