Quiz 2026 High Hit-Rate SAP C_THR81: Latest SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Test Fee

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SAP C_THR81 Exam Syllabus Topics:

Section	Weight	Objectives
Topic 1: Position Management	25%	- Position Hierarchy & Structure - Mass Updates & Import/Export - Position Synchronization with Job Information
Topic 2: Data Models & Foundation Objects	25%	- Corporate, Succession & Country-Specific Data Models - Metadata Framework (MDF) & Generic Objects - Picklists, Business Rules & Event Derivation
Topic 3: Data Management & Integration	10%	- Import Tools & Data Migration - Integration with other SuccessFactors Modules - Company Structure Overview
Topic 4: Security & Workflows	15%	- Notifications & Event Reasoning - Workflow Configuration & Approvals - Role-Based Permissions (RBP)
Topic 5: Employee Central Core	25%	- Person & Employment Information - Time & Attendance Integration - Global Assignment & Concurrent Employment

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q19-Q24):

NEW QUESTION # 19
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reactivation process before a controlled staffing restart. In the web-based UI, HR specialists can change selected positions from inactive to active and save successfully. The active status is visible on the position record, but for a subset of reactivated positions the expected availability for downstream nomination activity does not return, and planners still cannot use them in the next preparation step.
Older reactivated positions behave correctly. The customer confirms the affected records belong to a newly introduced position class used for temporary expansion roles and wants to keep that class because planning reports depend on it. The consultant must restore correct lifecycle behavior without requiring planners to track usable positions manually.
What is the best first action?
Response:

A. Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.
B. Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.
C. Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.
D. Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.

Answer: D

Explanation:
Feedback:
The reactivation save succeeds and the status changes on the position record, so the core lifecycle action is functioning. The failure appears in the next dependency layer, where reactivated positions should become available for downstream use. Because only the newly introduced position class is affected, the most likely root cause is a class-specific configuration dependency controlling post-reactivation availability. Correcting that dependency restores the intended lifecycle behavior without changing the design.

NEW QUESTION # 20
A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A. Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
B. Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
C. Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
D. Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.

Answer: B

Explanation:
Feedback:
The department exists, and the issue is limited to a newly added regional structure after recent corporate data maintenance. That points to a relationship problem in foundation data rather than a missing object or UI defect. Correcting the company-division-department association restores the intended filtered availability while preserving controlled organizational scope.

NEW QUESTION # 21
A consultant is testing a workflow for manager-submitted temporary supervisory coverage changes 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 support population, requests that include both a temporary end date and a position-linked approval impact bypass the intended control review and go straight to the final approval stage.
Existing populations with the same combination still pass through control review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A. Add the control reviewers directly to the final approval stage so affected requests still receive some oversight before completion.
B. Ask managers in the new support population to stop using temporary supervisory coverage requests until the workflow model is revised later.
C. Create a separate workflow for the new support population so the control review is always included for those requests.
D. Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.

Answer: D

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 conditional routing or rule-precedence issue rather than missing workflow activation. Correcting that logic addresses the root cause while preserving the shared workflow structure.

NEW QUESTION # 22
<strong>CHALLENGE 3 — Role-Based Access Boundaries for HR Operations</strong> Support tickets increase because some HR specialists cannot view records they believe they need for validation. A project coordinator suggests temporarily assigning a broader HR role to all regional HR users until testing is complete.
What is the best configuration decision?
Response:

A. Adjust target populations and role assignments based on the intended regional responsibilities, then retest with representative HR users.
B. Use broad temporary access because the environment is still preproduction and validation speed is the immediate priority.
C. Defer permission validation until after position and workflow testing are fully complete.
D. Remove regional restrictions from employee records and rely on workflow approvals to control inappropriate changes.

Answer: A

Explanation:
Feedback:
This option keeps access aligned with the regional operating model while allowing valid HR testing to continue. It addresses the governance-sensitive permission structure directly rather than masking it with broad access.

NEW QUESTION # 23
<strong>CHALLENGE 4 — Employee Data Workflow for Compliance Review</strong> After a targeted correction to insurance position context, one employee data change routes to the expected compliance reviewer. Another comparable insurance change still remains with corporate HR administrators.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: C

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

NEW QUESTION # 24
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