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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q117-Q122):

NEW QUESTION # 117
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A. Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
B. Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.
C. Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.
D. Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.

Answer: A

Explanation:
Feedback:
The key artifact is that the failure is tied to event reason validity, not general access or record availability. Because only some employees fail and administrators can still edit records, the upstream dependency is most likely the configuration logic that governs when a particular event reason can be used. Reviewing and correcting the event reason assignment or mapping addresses the root cause while preserving the customer’s intended separation of transfer types.

NEW QUESTION # 118
A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A. Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.
B. Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.
C. Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
D. Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.

Answer: C

Explanation:
Feedback:
The warning pattern is selective and linked to employees with approved future changes in the same period. That indicates a timeline and lifecycle dependency rather than a broad import defect or lack of access. Adjusting the import handling so the current correction coexists with the approved future sequence preserves validated workflow outcomes and supports a repeatable monthly process.

NEW QUESTION # 119
<strong>CHALLENGE 2 — Position Context for Engineering Center Assignments</strong> Engineering-center positions are available during transfer assignment, but some assigned employees show a plant context that does not match the engineering department model. Production position transfers behave as expected.
Which validation action best distinguishes position-context behavior from a general employee update concern?
Response:

A. Test representative engineering position assignments and manager-facing review results against the intended department and plant context.
B. Convert the affected engineering positions into production positions so they follow the working production transfer pattern.
C. Remove plant context from engineering positions so that assignment can be completed without plant review.
D. Ask corporate HR analysts to complete all engineering transfers centrally until the weekly planning review is complete.

Answer: A

Explanation:
Feedback:
This action tests whether engineering position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific department model rather than treating the observation as a generic employee update concern.

NEW QUESTION # 120
<strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> 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. Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
B. Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
C. Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
D. Close position responsibility validation because one corrected request reached the expected compliance reviewer.

Answer: C

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 # 121
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-requested temporary job changes. In the web-based environment, requests for one business population save and enter workflow, but when the transaction includes both a temporary job classification and a future effective date, the request is routed to a generic regional queue instead of the specialized reviewer group used for time-sensitive cases.
Other populations route correctly. The customer wants to preserve the current shared workflow framework and avoid maintaining separate end-to-end workflows for each population. The issue began after the affected business population was introduced during the most recent configuration cycle.
What is the best corrective action?
Response:

A. Add the specialized reviewer group to the generic regional queue so any affected request can still be acted on quickly.
B. Review the rule or routing condition for combined temporary-classification and future-date scenarios, then correct the logic for the newly added business population.
C. Create a separate workflow for the affected business population so future-dated temporary changes always use the specialized reviewer group.
D. Ask managers in the affected population to stop submitting future-dated temporary changes until the workflow design is simplified.

Answer: B

Explanation:
Feedback:
The workflow framework is active because requests save and route. The failure appears only for one newly added population and only when two conditions occur together: temporary classification and future effective date. That indicates a conditional routing problem, not a missing workflow structure. Correcting the rule preserves the shared workflow model and restores the intended reviewer determination.

NEW QUESTION # 122
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