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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q130-Q135):

NEW QUESTION # 130
CHALLENGE 3 — District Manager Access for Municipal Boundaries A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station position appears in their review list.
What should the consultant validate first?
Response:

A. Whether HR services can review the mobile repair position instead of the district manager during UAT.
B. Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
C. Whether the district manager should be given access to all records until the mobile repair position list is corrected.
D. Whether the employee creation import should be reloaded before any access testing continues.

Answer: B

Explanation:
Feedback:
The behavior includes both missing valid access and visible out-of-scope access, so role, target population, and responsibility assignment need to be evaluated together. This directly tests the district access boundary model.

NEW QUESTION # 131
A consultant is validating a position-based readiness process before a succession planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A. Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
B. Review the dependency between the new regional segment and downstream planning-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
C. Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
D. Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.

Answer: B

Explanation:
Feedback:
The position update itself succeeds and the new readiness state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced regional segment. That indicates a second-order integration dependency between segment-specific setup and the propagation logic that updates planning eligibility. Correcting that dependency restores the intended end-to-end behavior while preserving the position-driven model.

NEW QUESTION # 132
CHALLENGE 4 — Employee Data Workflow for Compliance Review The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A. Compliance reviewers receive notification emails for some successful branch employee changes.
B. Corporate HR can approve every pending request before the remediation summary is submitted.
C. The team can manually list which insurance requests remain pending with corporate HR.
D. Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.

Answer: D

NEW QUESTION # 133
CHALLENGE 3 — Plant Manager Access for Workforce Boundaries A plant manager can access employees in one assigned production department but cannot view an engineering position that belongs to their workforce responsibility. Another unassigned production position appears in their review list.
What should the consultant validate first?
Response:

A. Whether corporate HR can review the engineering position instead of the plant manager during hypercare.
B. Whether the transfer import file should be reloaded before any access testing continues.
C. Whether the permission role, target population, and plant responsibility assignment align for both assigned and unassigned records.
D. Whether the plant manager should be given access to all records until the engineering position list is corrected.

Answer: C

NEW QUESTION # 134
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional deployment. In the web-based UI, managers can select company and business unit, but for one newly activated operating structure the pay group list appears incomplete and omits the pay group that should be valid for the intended organizational combination. Other structures show the correct filtered pay group options.
HR leadership confirms the missing pay group was included during the latest corporate data maintenance cycle and must remain available only for approved combinations. The customer does not want to broaden pay-group availability across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the business process design.
What is the best next step?
Response:

A. Create duplicate pay-group records for the new structure so the intended value appears separately in the filtered list.
B. Review the organizational associations for company, business unit, and pay group in the new structure, then correct the relationship controlling filtered pay-group availability.
C. Ask managers to choose a temporary pay group and let HR operations correct the final value after the transaction is completed.
D. Broaden pay-group visibility for all nearby structures so managers can always find the missing value during the move process.

Answer: B

Explanation:
Feedback:
The missing pay group exists in the system and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely cause is a company-business unit-pay group relationship problem in foundation data. Correcting that association restores valid filtered availability without weakening governance.

NEW QUESTION # 135
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