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SAP C_THR81 Exam Syllabus Topics:

Section	Weight	Objectives
Data Management & Integration	10%	- Import Tools & Data Migration - Company Structure Overview - Integration with other SuccessFactors Modules
Data Models & Foundation Objects	25%	- Metadata Framework (MDF) & Generic Objects - Picklists, Business Rules & Event Derivation - Corporate, Succession & Country-Specific Data Models
Position Management	25%	- Position Synchronization with Job Information - Position Hierarchy & Structure - Mass Updates & Import/Export
Employee Central Core	25%	- Person & Employment Information - Global Assignment & Concurrent Employment - Time & Attendance Integration
Security & Workflows	15%	- Notifications & Event Reasoning - Role-Based Permissions (RBP) - Workflow Configuration & Approvals

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) 認定 C_THR81 試験問題 (Q127-Q132):

質問 # 127
<strong>CHALLENGE 2 — Facilities Position Context for Building Teams</strong> Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A. Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.
B. Remove campus context from facilities positions so assignment can be completed without campus-based validation.
C. Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.
D. Ask HR administration to complete all facilities assignments centrally until formal validation starts.

正解：A

解説：
Feedback:
This action tests whether facilities position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific building-team model rather than treating the observation as a generic employee creation concern.

質問 # 128
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A. Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.
B. Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.
C. Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
D. Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.

正解：D

解説：
Feedback:
The workflow starts normally, so the process framework is active. The failure is specific to one newly added business area and appears only at the approver-resolution layer when delegation should apply. That indicates a configuration or rule dependency tied to how delegation is resolved for that area. Correcting the rule restores the intended routing while preserving a shared, maintainable workflow model.

質問 # 129
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A. Create duplicate location records for the new structure so the intended value appears separately in the selection list.
B. Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
C. Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
D. Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.

正解：D

解説：
Feedback:
The missing location exists 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 source is a relationship problem in foundation data. Correcting the company-department-location association restores proper filtered availability while preserving governance and the standard process design.

質問 # 130
<strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> A branch position change routes to the expected compliance operations manager, but a comparable insurance division position change remains with corporate HR administrators. The position records were validated before some responsibility assignments were updated.
Which validation action best distinguishes position responsibility behavior from a general workflow concern?
Response:

A. Remove business unit context from insurance positions so reviewer determination does not depend on it.
B. Route all insurance position changes directly to corporate HR administrators until the regulated review is complete.
C. Assign every compliance manager to every insurance position change so no request remains pending.
D. Test representative branch and insurance position changes against position context and compliance responsibility assignments.

正解：D

解説：
Feedback:
This action tests whether position context and responsibility assignments drive the inconsistent reviewer determination. It avoids assuming that workflow configuration is broadly incorrect.

質問 # 131
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A. Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
B. Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
C. Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.
D. Export the affected positions, assign them new identifiers, and reload them under a different position type.

正解：B

解説：
Feedback:
The key artifact is a state mismatch: approval is complete, yet downstream staffing availability does not follow. Because only positions in the new parent structure are affected, the likely second-order cause is not the approval itself but the binding between hierarchy setup and the next process step. Correcting that dependency repairs the upstream cause without abandoning the position-driven design.

質問 # 132
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