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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q55-Q60):

NEW QUESTION # 55
CHALLENGE 2 — Shared Maintenance Position Context Across Terminals Maintenance positions are available during assignment, but some assigned maintenance planners show terminal context that does not match the shared maintenance model. Dockside crew assignments behave as expected.
Which validation action best distinguishes maintenance position behavior from a general employee creation concern?
Response:

A. Remove terminal context from maintenance positions so assignment can be completed without terminal-based validation.
B. Ask HR data administration to complete all maintenance assignments centrally until configuration testing starts.
C. Convert affected maintenance positions into dockside crew positions so they follow the working dockside assignment pattern.
D. Test representative maintenance position assignments and manager-facing review results against the intended work-area and terminal context.

Answer: D

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

NEW QUESTION # 56
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A. Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
B. Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
C. Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.
D. Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.

Answer: A

Explanation:
Feedback:
The problem is not missing values but over-broad filtered availability. Because only one newly activated structure is affected, the likely root cause is a misaligned corporate data relationship controlling which divisions should be available after company and location are selected. Correcting that relationship restores controlled selection and supports downstream reporting and routing integrity.

NEW QUESTION # 57
CHALLENGE 4 — Position Change Routing for District Review A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

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

Answer: B

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

NEW QUESTION # 58
CHALLENGE 3 — Regional Manager Access for Claims Boundaries Regional claims managers request broader visibility across claims, underwriting support, and surge-team positions so they can help clear open SIT items. The HR governance owner wants regional access boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

Answer: B

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

NEW QUESTION # 59
A consultant is validating a position-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position’s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A. Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
B. Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
C. Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.
D. Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.

Answer: D

Explanation:
Feedback:
The position update itself saves and displays correctly, so the core position maintenance step is functioning. The breakdown happens in the downstream alignment of incumbent data, and only for records from the new hierarchy expansion. That indicates a second-order integration dependency between hierarchy changes and employee alignment, not a general save failure. Correcting the propagation or binding logic addresses the upstream cause while preserving the position-driven model.

NEW QUESTION # 60
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