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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q78-Q83):

NEW QUESTION # 78
A consultant is validating a manager-led internal 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 onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

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

Answer: B

Explanation:
Feedback:
The problem is not that locations are missing; the available set is too broad. Because only one newly onboarded structure is affected, the most likely root cause is a misaligned relationship in foundation data controlling which locations should appear after company and legal entity are selected. Correcting that association restores controlled selection without changing the business process.

NEW QUESTION # 79
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 the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.
B. Whether every district manager should be added to all position-change workflows during UAT.
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: A

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 # 80
CHALLENGE 2 — Mobile Repair Position Context for Field Coverage A mobile repair assignment can be saved, but manager-facing review later displays inconsistent district context. The field operations director asks whether the team can proceed if HR services verifies repair assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

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

Answer: B

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

NEW QUESTION # 81
CHALLENGE 2 — Position Assignment Visibility Across Regional Teams A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:

A. Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
B. Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.
C. Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.
D. Reassign the hidden position to a different supervisor and repeat the review from the original manager account.

Answer: A

Explanation:
Feedback:
This option checks the relationship between position data, assignment behavior, and manager visibility across realistic users. It separates a configuration or data-alignment cause from a broad access complaint.

NEW QUESTION # 82
CHALLENGE 4 — Position Change Routing for Regional Review The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A. Regional managers receive notification emails for some successful claims position changes.
B. The team can manually list which underwriting requests are still pending with HR operations.
C. Representative position-change tests show that routing follows regional responsibility when employee and position context align.
D. HR operations can approve every pending request before the readiness summary is submitted.

Answer: C

Explanation:
Feedback:
This evidence confirms the dependency between source context and reviewer determination. It supports a readiness recommendation based on repeatable system behavior rather than manual completion or status reporting.

NEW QUESTION # 83
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