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No doubt the SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) (C_THR81) certification is one of the most challenging certification exams in the market. This SAP C_THR81 certification exam gives always a tough time to SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) (C_THR81) exam candidates. The PrepAwayETE understands this hurdle and offers recommended and real SAP C_THR81 exam practice questions in three different formats.

SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q214-Q219):

NEW QUESTION # 214
A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A. Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
B. Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
C. Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
D. Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.

Answer: A

Explanation:
Feedback:
The position update itself succeeds and the new readiness state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates the planning indicator. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

NEW QUESTION # 215
A consultant is supporting a scheduled import of future-dated position attribute corrections in a public cloud SAP SuccessFactors Employee Central and Position Management tenant before a monthly planning review. The file runs successfully for most rows, but a subset completes with warnings and leaves the affected positions unchanged. Those positions already have approved future-dated workflow requests for different attribute changes in the same effective period.
The customer wants the current administrative correction preserved without deleting the approved requests, because the future requests were already validated by the planning team. The monthly load must remain reusable and should not create a permanent manual exception process for positions with pending future changes.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.
B. Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.
C. Adjust the import handling for positions with overlapping future-dated workflow changes so the administrative correction fits the approved lifecycle timeline without replacing later records.
D. Exclude the affected positions from future imports and require HR administrators to maintain those records directly in the web-based UI each month.

Answer: C

Explanation:
Feedback:
The warnings are selective and tied to positions that already have approved future-dated workflow changes in the same period. That indicates a lifecycle and effective-timing dependency rather than a general import defect. Adjusting the import handling so the administrative correction coexists with the approved future timeline resolves the root cause while preserving validated workflow outcomes and supporting repeatable monthly administration.

NEW QUESTION # 216
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-end corrections before a monthly HR control check. The file processes successfully for most employees, but several rows complete with warnings and leave the affected records unchanged. All warning rows belong to employees who already have approved future workflow requests for employment-status adjustments in the same effective period.
The customer wants the probation-end corrections preserved without deleting the already approved future requests, because those requests are part of an approved workforce plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

A. Adjust the import handling for employees with overlapping approved future changes so the probation-end correction fits into the effective-dated timeline without replacing later records.
B. Retry the warning rows with a broader administrative role so the import can override the approved future state for this cycle.
C. Exclude employees with approved future workflow requests from all future probation imports and require HR administrators to maintain those cases manually.
D. Delete the approved future employment-status workflow requests, then rerun the warning rows so the probation-end corrections can load without conflict.

Answer: A

Explanation:
Feedback:
The warning pattern is selective and tied to employees with approved future changes in the same time period. That indicates an effective-dating and lifecycle-governance dependency rather than a general import defect. Adjusting the import handling so the current correction coexists with the approved future timeline resolves the true cause while preserving validated future actions and keeping the process repeatable.

NEW QUESTION # 217
<strong>CHALLENGE 1 — Service Line References for Underwriting Records</strong> Claims employees and underwriting support employees use the same employee creation process, yet only some underwriting records show unexpected regional context during review. HR operations wants to avoid broad reference rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether affected records reference region or underwriting support values that were revised after the initial configuration cycle.
B. Whether regional claims managers can approve underwriting position changes without reviewing employee context.
C. Whether all workflow notifications for underwriting support changes use the same message template.
D. Whether HR operations can manually override service-line association during policy renewal staffing validation.

Answer: A

Explanation:
Feedback:
The scenario suggests a second-order dependency between revised underwriting support references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader rework.

NEW QUESTION # 218
<strong>CHALLENGE 2 — Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar’s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Narrow the validation set and verify representative facilities assignments in the system before relying on offline confirmation.
B. Stop all academic and facilities testing until every position record across the university is rebuilt.
C. Proceed with offline HR verification because it preserves the planning schedule and the assignment record saves successfully.
D. Open all facilities positions to operations managers temporarily so they can confirm assignments faster during validation.

Answer: A

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for facilities assignment behavior. It recognizes planning pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 219
......

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