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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core Configuration	- Data models and foundation objects 1. Corporate data model and configuration concepts 2. Foundation objects and generic objects (MDF) - Employee master data management 1. Personal data and employment records 2. Job information and employment details
Topic 2: Configuration and Integration	- MDF framework configuration 1. Object definition and associations 2. Rules and business logic configuration - Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management
Topic 3: Position Management	- Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships - Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance
Topic 4: Business Processes in SuccessFactors Employee Central	- Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow - Job changes and lifecycle events 1. Workflow and approval processes 2. Transfers, promotions, and compensation changes

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q45-Q50):

NEW QUESTION # 45
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A. Grant broad visibility because complete case execution is more important than legal entity boundary evidence.
B. Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.
C. Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.
D. Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.

Answer: C

Explanation:
Feedback:
This option balances valid compliance activity with boundary evidence. It directly tests whether configured roles and target populations match the intended regulated operating model.

NEW QUESTION # 46
CHALLENGE 1 — District Reference Alignment for Repair Lead Records During UAT, most employee records can be created successfully, but selected mobile repair lead records show a facility association that does not match the expected district context. Several field service zone values were updated after the early configuration cycle.
Which action best supports a controlled UAT decision?
Response:

A. Give district managers access to all mobile repair records so they can manually review and correct facility associations.
B. Rework all district, facility, employee, and position records because any post-configuration field service zone update invalidates the UAT cycle.
C. Continue broader validation because the employee records save successfully and the associations can be reviewed after the next test cycle starts.
D. Compare affected records against active district, facility, and field service zone values, then correct only records with confirmed dependency impact.

Answer: D

Explanation:
Feedback:
This option validates the dependency between updated field service zone values and affected employee records before deciding correction scope. It supports UAT readiness without assuming the entire configuration population is invalid.

NEW QUESTION # 47
CHALLENGE 3 — Plant Manager Access for Workforce Boundaries Plant managers request temporary access to all engineering and production positions so they can help close open hypercare cases. The HR governance lead wants plant-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.
B. Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.
C. Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.
D. Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.

Answer: A

Explanation:
Feedback:
This approach supports valid hypercare participation while preserving plant-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 48
A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A. Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.
B. Create a separate workflow for the new service population so the governance review step is always included for those requests.
C. Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.
D. Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.

Answer: A

Explanation:
Feedback:
The workflow engine is functioning because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a routing-rule or rule-precedence problem rather than missing workflow activation. Correcting that logic addresses the root cause and preserves the shared workflow structure.

NEW QUESTION # 49
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. Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
B. Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
C. Allow managers to view all positions during testing, then restore regional filtering before production preparation.
D. Delay all testing until every employee and position record across the full company is reloaded and reviewed.

Answer: A

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 # 50
......

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