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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Data Management & Transactions	- Import/export tools and validation - Concurrent employment and global assignments - Event reasons and business rules automation - Hire, rehire, termination and transfer processes
Position Management	- Company Structure Overview - Mass changes and data import/export - Position object setup and hierarchy - Integration between Position and Job Information
Platform Foundations & Permissions	- Business Rules Engine and event derivation - Role-Based Permissions (RBP) configuration - Metadata Framework (MDF) and picklists - Admin Center and system navigation
Employee Central Core Configuration	- Foundation Objects and organizational structure - Corporate and Country-Specific Data Models - Person, Employment and Job Information objects - Workflow configuration and approvals

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These questions will familiarize you with the C_THR81 exam format and the content that will be covered in the actual test. You will not get a passing score if you rely on outdated practice questions. ActualTestsIT has assembled a brief yet concise study material that will aid you in acing the SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) (C_THR81) exam on the first attempt. This prep material has been compiled under the expert guidance of 90,000 experienced SAP professionals from around the globe.

SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q47-Q52):

NEW QUESTION # 47
A consultant is validating position maintenance in a public cloud SAP SuccessFactors Employee Central and Position Management environment before a reorganization freeze ends. In the web-based UI, managers can create new positions, but some newly created positions remain in a draft-like state and cannot be used in downstream planning activities even though the save action completes without error.
Older positions created earlier in the project are available as expected. The customer confirms that the affected positions are all created under a newly introduced position category. The business wants a fix that keeps the category structure intact and avoids asking users to recreate positions manually across multiple departments.
What should the consultant investigate first?
Response:

A. Ask managers to keep using the older position categories until the new category can be removed from the design.
B. Grant managers broader access to planning activities so the newly created positions become selectable despite their current state.
C. Export the affected positions, change their identifiers externally, and reload them under a different category structure.
D. Review the configuration dependency tied to the new position category and correct the setting that controls whether saved positions become usable for downstream planning.

Answer: D

Explanation:
Feedback:
The save action completes, so basic position creation is functioning. The issue is selective and limited to positions under a newly introduced category, which points to a category-specific dependency controlling downstream usability. Reviewing and correcting that configuration is the most direct way to restore expected behavior without disrupting the category design.

NEW QUESTION # 48
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A. Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
B. Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.
C. Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.
D. Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.

Answer: D

Explanation:
Feedback:
The workflow starts normally, so the process framework is active. The failure is specific to one newly added business area and appears only at the approver-resolution layer when delegation should apply. That indicates a configuration or rule dependency tied to how delegation is resolved for that area. Correcting the rule restores the intended routing while preserving a shared, maintainable workflow model.

NEW QUESTION # 49
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A. Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.
B. Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.
C. Add the intermediate approver to the final approval step so all assignment changes receive review before completion.
D. Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.

Answer: D

Explanation:
Feedback:
The workflow framework is functioning because requests save and reach approval. The breakdown occurs only for a newly introduced classification, which indicates the upstream dependency is the rule or condition that determines whether the intermediate review step is required. Correcting that classification-based logic restores the intended sequence while preserving a maintainable workflow design.

NEW QUESTION # 50
<strong>CHALLENGE 4 — Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A. Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B. Whether the notification wording explains that some requests may stay with HR shared services.
C. Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
D. Whether all employee change workflows should be routed to both HR and every department manager for testing.

Answer: C

Explanation:
Feedback:
The same manager can approve other changes, so the workflow configuration may not be universally wrong. The affected request should be traced through employee context, department value, and responsibility assignment before workflow rules are changed.

NEW QUESTION # 51
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. Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.
B. Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.
C. Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.
D. Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.

Answer: A

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 # 52
......

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