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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Position Management	- Position lifecycle processes 1. Position creation and maintenance 2. Position hierarchy and reporting structure - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships
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
Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Recruiting Management 2. Integration with Payroll and Time Management (overview) - MDF framework configuration 1. Object definition and associations 2. Rules and business logic configuration
Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Transfers, promotions, and compensation changes 2. Workflow and approval processes - Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow

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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 The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A. HR operations can approve every pending request before the readiness summary is submitted.
B. Regional managers receive notification emails for some successful claims position changes.
C. The team can manually list which underwriting requests are still pending with HR operations.
D. Representative position-change tests show that routing follows regional responsibility when employee and position context align.

Answer: D

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

NEW QUESTION # 118
CHALLENGE 2 — Claims Surge Position Context Across Regions Temporary claims surge positions are available during assignment, but some assigned surge-team employees show regional context that does not match the shared surge staffing model. Standard claims position assignments behave as expected.
Which validation action best distinguishes surge-team position behavior from a general employee creation concern?
Response:

A. Remove regional context from surge-team positions so assignment can be completed without regional validation.
B. Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.
C. Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.
D. Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.

Answer: D

Explanation:
Feedback:
This action tests whether surge-team position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared staffing model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 119
CHALLENGE 1 — Resort Reference Alignment for Banquet Records During template remediation, most employee records can be created successfully, but selected banquet coordinator records show a department association that does not match the expected resort context. Several conference service values were updated after the initial template build.
Which action best supports a controlled remediation decision?
Response:

A. Rework all resort, department, employee, and position records because any post-build conference service update invalidates the template.
B. Give resort operations managers access to all banquet records so they can manually review and correct department associations.
C. Compare affected records against active resort, department, and conference service values, then correct only records with confirmed dependency impact.
D. Continue seasonal validation because the employee records save successfully and the associations can be reviewed after simulations begin.

Answer: C

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

NEW QUESTION # 120
CHALLENGE 3 — Shared Services Access for Location-Based Boundaries HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A. Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
B. Restrict HR shared-services access further until department managers complete all location-specific validation.
C. Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
D. Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.

Answer: D

Explanation:
Feedback:
This approach supports valid HR work while still preserving location-based access boundaries. It validates the intended access model instead of choosing either throughput or restriction as the only priority.

NEW QUESTION # 121
A consultant is validating a controlled employee data correction process in a web-based SAP SuccessFactors Employee Central tenant before month-end operations. HR operations users can open employee records and preview changes for a restricted regional population, but the final submit action is unavailable only for that group.
HR administrators can submit the same correction successfully. The customer wants the approved operations team to handle this process for the restricted region without extending broad administrator access, because the data is sensitive and audit review depends on preserving current control boundaries. The consultant must restore the process in a repeatable way for recurring monthly use.
What is the best corrective action?
Response:

A. Review the operations role permissions and target population settings for the specific correction process, then adjust only the authorized submit scope required for that restricted region.
B. Ask HR administrators to process the restricted region each month and keep operations users assigned only to nonrestricted populations.
C. Copy the administrator role permissions to the operations team for the restricted region so the submit action appears consistently.
D. Temporarily move the restricted regional population into the general operations scope during each month-end cycle and restore it afterward.

Answer: A

Explanation:
Feedback:
The users can open records and preview changes, so the basic process and data visibility are present. The missing submit action for one protected region points to a permission scope or target population issue at the final execution layer. Adjusting only the authorized submit scope preserves governance while enabling the approved recurring process.

NEW QUESTION # 122
......

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