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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Topic 2: Security and Permissions	- Role-Based Permissions 1. Field-Level Security 2. Permission Groups and Roles
Topic 3: Reporting and Integration	- Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview - Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts
Topic 4: Position Management	- Position Control Settings 1. Position Management Enablement 2. Integration with Employee Central - Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping
Topic 5: Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information
Topic 6: Employee Central Core	- Data Models 1. HRIS Elements Configuration 2. Succession Data Model Overview - Foundation Objects 1. Legal Entity and Organizational Structures 2. Generic Objects (MDF basics)

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q14-Q19):

NEW QUESTION # 14
CHALLENGE 4 — Position Change Routing for Campus Review After a targeted correction to facilities position context, one position change routes to the expected operations manager. Another comparable facilities change still remains with HR administration.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: A

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

NEW QUESTION # 15
CHALLENGE 3 — Resort Manager Access for Hospitality Boundaries Resort operations managers request broader visibility across hotel, conference, and banquet positions so they can help clear remediation items. The HR governance owner wants resort-level access boundaries to remain visible during the remediation cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Validate assigned-scope access and target populations with representative resort managers before considering any limited exception.
B. Grant cross-resort access temporarily and rely on post-remediation review to identify any inappropriate record visibility.
C. Restrict resort operations managers from all banquet positions until housekeeping validation is fully complete.
D. Keep current access unchanged and classify all blocked remediation items as evidence that the resort model is secure.

Answer: A

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

NEW QUESTION # 16
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. Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
B. Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
C. Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
D. Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.

Answer: B

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 # 17
CHALLENGE 1 — Store Reference Timing for Employee Import Results During cutover rehearsal, most employee imports complete successfully, but selected warehouse shift-lead records show an unexpected district association in manager-facing review. Store-level reference values were corrected after the initial employee import.
Which action best supports a controlled correction path?
Response:

A. Continue final manager testing because the import completed successfully and the district association can be reviewed later.
B. Re-import all employee and position records because any post-import store correction invalidates the rehearsal dataset.
C. Give district managers access to all warehouse employee records so they can review and correct the district association manually.
D. Compare affected records against active store and district values, then correct or re-import only records with confirmed dependency impact.

Answer: D

Explanation:
Feedback:
This option validates the relationship between corrected reference values and affected employee records before deciding correction scope. It avoids a full re-import while still requiring evidence that the district association is stable for final manager testing.

NEW QUESTION # 18
CHALLENGE 3 — Shared Services Access for Location-Based Boundaries A project coordinator proposes a temporary role that lets HR shared services view all employee and position records across the network. The coordinator argues that this will prevent delays before the next validation group joins testing.
Why is this option less appropriate?
Response:

A. It forces the team to reload location and department values before permission roles can be tested.
B. It requires all department managers to approve records before HR shared services can view them.
C. It reduces the ability to confirm whether location-based target populations and role assignments support the intended operating model.
D. It prevents HR shared services from completing employee data changes in the preproduction tenant.

Answer: C

Explanation:
Feedback:
A broad temporary role would mask whether the final location-based access model is working. The scenario requires readiness evidence, not simply faster completion of open test cases.

NEW QUESTION # 19
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