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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q73-Q78):

NEW QUESTION # 73
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.
B. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
C. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
D. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.

Answer: D

Explanation:
Feedback:
The transaction itself saves, and the issue is limited to one newly added business unit. That means the core process is functioning, but the derivation dependency for that organizational scope is incomplete or misaligned. Reviewing and correcting the transaction setup for the new business unit addresses the root cause and preserves standardized processing.

NEW QUESTION # 74
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. Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.
B. Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
C. Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
D. Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.

Answer: A

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 # 75
CHALLENGE 2 — Facilities Position Context for Building Teams A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar’s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

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

Answer: D

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

NEW QUESTION # 76
CHALLENGE 2 — Warehouse Position Context for Shift Lead Assignments Warehouse shift-lead positions are available during employee assignment, but some assigned employees show a district context that does not match the warehouse staffing model. Store associate assignments behave as expected.
Which validation action best distinguishes position-context behavior from a general employee import concern?
Response:

A. Remove district context from warehouse positions so that assignment can be completed without district validation.
B. Convert the affected warehouse positions into store positions so they follow the working store associate pattern.
C. Ask HR operations to complete all warehouse assignments centrally until final manager testing is complete.
D. Test representative warehouse position assignments and manager-facing review results against the intended warehouse location and district context.

Answer: D

Explanation:
Feedback:
This action tests whether warehouse position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific staffing model rather than treating the issue as a generic import problem.

NEW QUESTION # 77
CHALLENGE 4 — Position Change Routing for Regional Review After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

A. Apply the same position-context correction to every underwriting record and assume routing will align after refresh.
B. Close workflow validation because at least one corrected underwriting change reached the expected reviewer.
C. Retest representative position-change transactions across affected underwriting contexts and compare reviewer outcomes.
D. Remove HR operations visibility from pending workflow requests so regional review becomes the only visible path.

Answer: C

Explanation:
Feedback:
One successful request does not prove that the correction works across comparable underwriting contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

NEW QUESTION # 78
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