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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Position Management	- Position management setup 1. Position hierarchies 2. Position object configuration - Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management
Employee Data Management	- Data maintenance 1. Workflow and approvals 2. Personal and employment data - Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes
Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
SAP SuccessFactors Employee Central Overview	- Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics - Employee Central configuration basics 1. Company structure 2. Job structure
Reporting and Integration	- Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting - Integration concepts 1. API and data integration basics 2. Integration with SAP systems

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q31-Q36):

NEW QUESTION # 31
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee’s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A. Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.
B. Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.
C. Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
D. Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.

Answer: D

Explanation:
Feedback:
The transaction itself saves successfully, so the primary action path is functioning. The failure is limited to one newly introduced employee category and affects only a post-save employee-data outcome. That points to a category-specific derivation or action dependency rather than a general transaction failure. Reviewing and correcting that dependency restores the intended automated behavior while keeping one standardized process.

NEW QUESTION # 32
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A. Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.
B. Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
C. Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
D. Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.

Answer: A

Explanation:
Feedback:
The workflow itself is working because the request saves and routes. The failure is that one employee segment resolves to an outdated approver group, which indicates a determination issue in the rule or routing condition. Correcting that logic addresses the upstream dependency while preserving both historical workflow structures and maintainable future operation.

NEW QUESTION # 33
In a web-based SAP SuccessFactors Employee Central tenant, a consultant is validating a workflow for position-to-employee update processing. When a manager submits a job information change tied to a position, the request is saved successfully but routes to a generic HR approval step instead of the regional approver required by the design.
The customer confirms that the workflow itself is active and that regional approvers exist for the affected areas. The business asks for a correction that preserves the standard approval chain and does not create separate workflows for every region because maintenance must stay simple in the public cloud environment.
What is the best correction?
Response:

A. Replace the current workflow with separate regional workflows so each region has its own fixed approver chain.
B. Review the rule or workflow derivation condition that determines the regional approver context, then correct the source condition or mapping used during submission.
C. Assign all regional approvers to the generic HR step so any of them can approve the request.
D. Instruct managers to select the correct regional approver manually until the next release cycle.

Answer: B

Explanation:
Feedback:
The system artifact shows that submission succeeds but approval routing resolves to a fallback path. That means the transaction and workflow framework are functioning, but the condition used to derive the intended regional approver context is not resolving correctly. Correcting the rule or mapping preserves a maintainable standard process and fixes the upstream determination logic rather than multiplying workflow variants.

NEW QUESTION # 34
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A. Add the intermediate approver to the final approval step so all assignment changes receive review before completion.
B. Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.
C. Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.
D. Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.

Answer: D

Explanation:
Feedback:
The workflow framework is functioning because requests save and reach approval. The breakdown occurs only for a newly introduced classification, which indicates the upstream dependency is the rule or condition that determines whether the intermediate review step is required. Correcting that classification-based logic restores the intended sequence while preserving a maintainable workflow design.

NEW QUESTION # 35
<strong>CHALLENGE 2 — Claims Surge Position Context Across Regions</strong> A surge-team assignment can be saved, but manager-facing review later displays inconsistent regional context. The operations sponsor asks whether the team can proceed if HR operations verifies surge 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 SIT schedule and the assignment record saves successfully.
B. Stop all standard claims and surge-team testing until every position record across all regions is rebuilt.
C. Narrow the validation set and verify representative surge-team assignments in the system before relying on offline confirmation.
D. Open all surge-team positions to regional managers temporarily so they can confirm assignments faster during validation.

Answer: C

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

NEW QUESTION # 36
......

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