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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position hierarchy and reporting structure - Position object configuration - Integration with Employee Central
Topic 2: Business Rules and Workflow	- Workflow setup and approvals - Business rules configuration
Topic 3: Security and Authorizations	- Data access control - Role-based permissions
Topic 4: Employee Lifecycle Processes	- Hire, rehire, and termination processes - Job changes and transfers
Topic 5: Employee Central Core Configuration	- Company structure setup - Data models (Succession Data Model, Corporate Data Model) - Foundation objects
Topic 6: Employee Central Data Management	- Employment information and job information - Employee master data maintenance

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q148-Q153):

NEW QUESTION # 148
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. The team can manually list which insurance requests remain pending with corporate HR.
C. Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
D. Corporate HR can approve every pending request before the remediation summary is submitted.

Answer: C

NEW QUESTION # 149
CHALLENGE 2 — Branch Position Responsibility for Regulated Review After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A. Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
B. Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
C. Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
D. Close position responsibility validation because one corrected request reached the expected compliance reviewer.

Answer: A

Explanation:
Feedback:
One successful correction does not prove that the responsibility pattern is stable across comparable insurance contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 150
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process in the web-based UI before a quarterly compliance review. HR operations users can search employee records, open the correction screen, and enter updates for all approved populations. For one restricted expatriate population, the review page shows the proposed changes, but when users confirm, the transaction closes with no update and an access-scope message is recorded.
HR administrators can complete the same correction without issue. The customer wants the approved operations team to handle this expatriate population only for the defined compliance process, without granting broad administrator access or weakening the special protection boundary around those records. The solution must remain repeatable for future review cycles.
What is the best corrective action?
Response:

A. Review the operations role permissions and target-population scope for the final correction step, then adjust only the authorized execution scope needed for that expatriate population.
B. Copy the HR administrator permissions to the operations role during each compliance cycle so the final confirmation can complete for the expatriate population.
C. Ask HR administrators to keep processing the expatriate population while operations users continue with all other populations.
D. Temporarily move the expatriate population into the general operations scope during each quarterly review and restore the restriction afterward.

Answer: A

Explanation:
Feedback:
The users can search, open, edit, and review the records, so the general process path is already available. The failure happens only at the final execution layer for one protected population, which indicates a permission-scope or target-population dependency rather than a total access failure. Adjusting only the approved final-step scope preserves governance and restores the recurring controlled process.

NEW QUESTION # 151
CHALLENGE 2 — Position Assignment Visibility Across Regional Teams The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Allow managers to view all positions during testing, then restore regional filtering before production preparation.
B. Delay all testing until every employee and position record across the full company is reloaded and reviewed.
C. Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
D. Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.

Answer: C

Explanation:
Feedback:
This option preserves governance boundaries while still allowing controlled progress through representative validation. It recognizes that schedule pressure cannot justify bypassing manager-facing visibility behavior that is central to the rollout.

NEW QUESTION # 152
A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.
B. Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
C. Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.
D. Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.

Answer: B

Explanation:
Feedback:
The warnings are selective and tied to employees with pending future-dated workflow items, which points to a lifecycle dependency rather than a bad file or missing authorization. Adjusting the import approach so the correction respects the in-process timeline preserves governance and creates a repeatable monthly process without forcing manual cleanup.

NEW QUESTION # 153
......

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