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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Data Management & Transactions	- Import/export tools and validation - Concurrent employment and global assignments - Hire, rehire, termination and transfer processes - Event reasons and business rules automation
Topic 2: Platform Foundations & Permissions	- Metadata Framework (MDF) and picklists - Admin Center and system navigation - Business Rules Engine and event derivation - Role-Based Permissions (RBP) configuration
Topic 3: Position Management	- Company Structure Overview - Integration between Position and Job Information - Mass changes and data import/export - Position object setup and hierarchy
Topic 4: Employee Central Core Configuration	- Foundation Objects and organizational structure - Person, Employment and Job Information objects - Corporate and Country-Specific Data Models - Workflow configuration and approvals

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q19-Q24):

NEW QUESTION # 19
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reactivation process before a controlled staffing restart. In the web-based UI, HR specialists can change selected positions from inactive to active and save successfully. The active status is visible on the position record, but for a subset of reactivated positions the expected availability for downstream nomination activity does not return, and planners still cannot use them in the next preparation step.
Older reactivated positions behave correctly. The customer confirms the affected records belong to a newly introduced position class used for temporary expansion roles and wants to keep that class because planning reports depend on it. The consultant must restore correct lifecycle behavior without requiring planners to track usable positions manually.
What is the best first action?
Response:

A. Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.
B. Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.
C. Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.
D. Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.

Answer: D

Explanation:
Feedback:
The reactivation save succeeds and the status changes on the position record, so the core lifecycle action is functioning. The failure appears in the next dependency layer, where reactivated positions should become available for downstream use. Because only the newly introduced position class is affected, the most likely root cause is a class-specific configuration dependency controlling post-reactivation availability. Correcting that dependency restores the intended lifecycle behavior without changing the design.

NEW QUESTION # 20
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 # 21
A consultant is validating a newly enabled cross-border transfer setup in SAP SuccessFactors Employee Central before a pilot rollout. In the public cloud web-based UI, managers can start the transfer and enter most required information. However, for one new country pair the assignment details section opens with the expected fields, but one required field group stays hidden after the page refresh even though it was visible at the start of testing.
Other country combinations keep that section visible throughout the action. The customer confirms that the group must remain visible because later approval routing depends on those values. They do not want a separate transfer variant or a manual correction step after submission. The issue started after recent country-specific setup adjustments were introduced into the tenant.
What should the consultant investigate first?
Response:

A. Review the country-specific transfer setup controlling section visibility, then correct the dependency that hides the required field group after refresh for the new country pair.
B. Ask managers to finish the transfer without that field group and let HR operations fill it in after approval for the affected country pair.
C. Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.
D. Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.

Answer: A

Explanation:
Feedback:
The field group appears initially, so the section exists in the design. The problem is that it becomes hidden only for one new country combination after refresh, which indicates a country-specific setup dependency controlling visibility during the transfer sequence. Correcting that setup addresses the root cause while preserving the standard process.

NEW QUESTION # 22
<strong>CHALLENGE 1 — Business Unit References for Insurance Employee Records</strong> A remediation tester finds that affected insurance employee records reference business unit values adjusted after their related position records were first validated. Comparable branch records reference unchanged values and review correctly.
Which validation sequence is most appropriate?
Response:

A. Validate affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
B. Copy branch business unit values into affected insurance records because branch records review correctly.
C. Change compliance workflow routing first because the affected requests remain with corporate HR administrators.
D. Expand compliance manager access first so all affected records can be reviewed without checking references.

Answer: A

Explanation:
Feedback:
This sequence follows the dependency from business unit references to employee and position context before selecting a correction approach. It avoids treating routing or visibility as the first remediation layer.

NEW QUESTION # 23
A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A. Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.
B. Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
C. Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.
D. Remove the field from the hiring process so new records can be created without interruption and restore it later.

Answer: C

Explanation:
Feedback:
The issue affects new hires only, while existing records remain valid. That points to a setup dependency in the hire process rather than a general data availability problem. Since the issue started after recent organizational configuration changes, the consultant should investigate the configuration path that determines default values during record creation. This addresses the root cause and maintains standardized entry without manual workaround.

NEW QUESTION # 24
......

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