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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Security and Authorizations	- Data access control - Role-based permissions
Topic 2: Employee Lifecycle Processes	- Job changes and transfers - Hire, rehire, and termination processes
Topic 3: Employee Central Data Management	- Employee master data maintenance - Employment information and job information
Topic 4: Employee Central Core Configuration	- Data models (Succession Data Model, Corporate Data Model) - Company structure setup - Foundation objects
Topic 5: Position Management	- Position hierarchy and reporting structure - Position object configuration - Integration with Employee Central
Topic 6: Business Rules and Workflow	- Business rules configuration - Workflow setup and approvals

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q114-Q119):

NEW QUESTION # 114
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A. Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.
B. Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.
C. Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.
D. Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.

Answer: C

Explanation:
Feedback:
The failure is limited to one country and occurs during the hire process, while the same field works in other countries. That indicates a setup dependency specific to that country configuration rather than a system-wide problem. Correcting the country-specific configuration controlling the field’s availability addresses the upstream cause and preserves the standardized design.

NEW QUESTION # 115
A consultant is validating a manager-led organizational reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly activated operating structure the department list includes valid-looking departments from a neighboring structure. The process remains usable, but testers are choosing incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed department set. The customer wants the issue fixed without broadening department visibility across unrelated structures and without creating a separate reassignment design for the new rollout group. Reporting integrity and approval routing depend on correct department selection.
What is the best next step?
Response:

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

Answer: B

Explanation:
Feedback:
The issue is not that departments are missing; the filtered list is too broad. Because the behavior is isolated to one newly activated structure, the most likely source is a misaligned foundation-data relationship controlling which departments should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and routing accuracy.

NEW QUESTION # 116
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries Compliance operations managers request temporary access to all branch and insurance division positions so they can clear pending remediation cases. The HR governance owner wants legal entity boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Keep current access unchanged and classify all blocked cases as proof that legal entity boundaries are working.
B. Validate assigned-scope access and target populations with representative compliance managers before considering any limited exception.
C. Grant cross-entity access temporarily and rely on post-remediation review to identify inappropriate visibility.
D. Restrict compliance managers from all insurance positions until branch testing is fully complete.

Answer: B

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

NEW QUESTION # 117
CHALLENGE 4 — Workflow Routing for Cross-Regional Position Changes A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A. Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.
B. Whether HR specialists can bypass the approval step for test records until routing is stabilized.
C. Whether the workflow notification text clearly explains that approver assignment may vary during testing.
D. Whether all regional managers can be added as approvers to every position-change workflow.

Answer: A

Explanation:
Feedback:
The workflow behavior may depend on position and organizational data that was affected by earlier sequencing. Validating that context first prevents changing workflow rules to compensate for unstable source data.

NEW QUESTION # 118
CHALLENGE 2 — Shared Banquet Position Context for Event Staffing A banquet assignment can be saved, but manager-facing review later displays inconsistent resort context. The guest services director asks whether the team can proceed if HR coordination verifies banquet assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Narrow the validation set and verify representative banquet assignments in the system before relying on offline confirmation.
B. Proceed with offline HR verification because it preserves the remediation schedule and the assignment record saves successfully.
C. Stop all housekeeping and banquet testing until every position record across all resorts is rebuilt.
D. Open all banquet positions to resort operations managers temporarily so they can confirm assignments faster during validation.

Answer: A

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for banquet assignment behavior. It recognizes schedule pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 119
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