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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core Configuration	- Corporate and Country-Specific Data Models - Foundation Objects and organizational structure - Workflow configuration and approvals - Person, Employment and Job Information objects
Topic 2: Position Management	- Integration between Position and Job Information - Mass changes and data import/export - Position object setup and hierarchy - Company Structure Overview
Topic 3: Platform Foundations & Permissions	- Business Rules Engine and event derivation - Role-Based Permissions (RBP) configuration - Admin Center and system navigation - Metadata Framework (MDF) and picklists
Topic 4: Data Management & Transactions	- Hire, rehire, termination and transfer processes - Import/export tools and validation - Event reasons and business rules automation - Concurrent employment and global assignments

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

NEW QUESTION # 117
CHALLENGE 4 — Position Change Routing for Regional Review A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A. It is less appropriate because workflow routing should always be completed by HR operations in SIT.
B. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
C. It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.
D. It prevents HR operations from creating employee records for underwriting support employees.

Answer: B

Explanation:
Feedback:
The scenario indicates that routing works for some comparable cases, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 118
CHALLENGE 4 — Position Change Routing for Terminal Review After a targeted correction to maintenance position context, one position change routes to the expected terminal manager. Another comparable maintenance change still remains with HR data administration.
Which next step best avoids a partial-fix trap?
Response:

A. Retest representative position-change transactions across affected maintenance contexts and compare reviewer outcomes.
B. Remove HR data administration visibility from pending workflow requests so terminal review becomes the only visible path.
C. Close workflow validation because at least one corrected maintenance change reached the expected reviewer.
D. Apply the same position-context correction to every maintenance record and assume routing will align after refresh.

Answer: A

Explanation:
Feedback:
One successful request does not prove that the correction works across comparable maintenance contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

NEW QUESTION # 119
CHALLENGE 3 — Terminal Manager Access for Operational Boundaries A terminal manager can access employees in one assigned dockside work area but cannot view a maintenance position that belongs to their terminal responsibility. Another unassigned customs-office position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the permission role, target population, and terminal responsibility assignment align for both assigned and unassigned records.
B. Whether the employee creation import should be reloaded before any access testing continues.
C. Whether the terminal manager should be given access to all records until the maintenance position list is corrected.
D. Whether HR data administration can review the maintenance position instead of the terminal manager during design validation.

Answer: A

Explanation:
Feedback:
The behavior includes both missing valid access and visible out-of-scope access, so role, target population, and responsibility assignment need to be evaluated together. This directly tests the terminal access boundary model.

NEW QUESTION # 120
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. The team can manually list which insurance requests remain pending with corporate HR.
B. Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
C. Corporate HR can approve every pending request before the remediation summary is submitted.
D. Compliance reviewers receive notification emails for some successful branch employee changes.

Answer: B

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

NEW QUESTION # 121
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
B. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.
C. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
D. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.

Answer: D

Explanation:
Feedback:
The transaction itself saves, and the issue is limited to one newly added business unit. That means the core process is functioning, but the derivation dependency for that organizational scope is incomplete or misaligned. Reviewing and correcting the transaction setup for the new business unit addresses the root cause and preserves standardized processing.

NEW QUESTION # 122
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