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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q190-Q195):

NEW QUESTION # 190
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee’s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A. Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
B. Broaden location visibility for all related structures so users see the same combined location list during internal moves.
C. Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
D. Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.

Answer: C

Explanation:
Feedback:
The issue is not a missing set of locations but an over-broad filtered list. Because the problem is limited to one newly activated structure, the most likely root cause is a misaligned relationship in foundation data controlling location scope. Correcting that organizational association restores controlled selection and supports downstream reporting accuracy without changing the process design.

NEW QUESTION # 191
<strong>CHALLENGE 4 — Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A. The team can manually list which insurance requests remain pending with corporate HR.
B. Corporate HR can approve every pending request before the remediation summary is submitted.
C. Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
D. Compliance reviewers receive notification emails for some successful branch employee changes.

Answer: C

NEW QUESTION # 192
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. Ask HR administrators to process the restricted region each month and keep operations users assigned only to nonrestricted populations.
B. Copy the administrator role permissions to the operations team for the restricted region so the submit action appears consistently.
C. Temporarily move the restricted regional population into the general operations scope during each month-end cycle and restore it afterward.
D. 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.

Answer: D

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 # 193
A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A. Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.
B. Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.
C. Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.
D. Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.

Answer: C

Explanation:
Feedback:
The transaction itself saves, and the issue is limited to one newly added business unit. That means the core process is functioning, but the derivation dependency for that organizational scope is incomplete or misaligned. Reviewing and correcting the transaction setup for the new business unit addresses the root cause and preserves standardized processing.

NEW QUESTION # 194
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A. Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
B. Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
C. Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
D. Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.

Answer: A

Explanation:
Feedback:
The locations already exist, and the issue is limited to one region after a recent corporate data update. That makes a relationship or association problem in foundation data the most likely root cause. Correcting the relevant organizational associations restores valid selection behavior while keeping locations restricted to the intended combinations.

NEW QUESTION # 195
......

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