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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: 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
Topic 2: Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management - MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations
Topic 3: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Workflow and approval processes 2. Transfers, promotions, and compensation changes - Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow
Topic 4: Position Management	- Position model configuration 1. Position object structure and relationships 2. Position-to-job and organizational alignment - Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q137-Q142):

NEW QUESTION # 137
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating employee transfers between organizational units after a recent corporate data maintenance cycle. In the web-based UI, the transfer action opens normally, but for one set of regions the target department list is incomplete even though the departments exist in the system. Users can complete transfers in other regions without issue.
HR administrators confirm that the missing departments were introduced during the latest corporate structure update and should be available only within specific organizational combinations. The customer wants the consultant to restore accurate selection behavior without weakening organizational controls or exposing departments outside their intended scope.
What is the best next step?
Response:

A. Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.
B. Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.
C. Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.
D. Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.

Answer: C

Explanation:
Feedback:
The departments already exist, and the issue is limited to regions affected by the latest corporate data update. That indicates a structural relationship or effective-dating problem in organizational data, not a missing object or general permission failure. Reviewing and correcting the department associations restores valid availability within the intended combinations while preserving organizational controls.

NEW QUESTION # 138
A consultant is testing an approval process for manager-initiated changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the workflow starts and reaches the first approver, but a second approval step that should be triggered only for high-impact job changes is not added for certain transactions. The customer confirms that the second-step approver group exists and is active.
The issue is noticed only when the transaction includes a combination of compensation-related and organizational updates. The customer wants a fix that preserves the existing workflow framework and does not require maintaining parallel approval processes for each business variation.
Which action best addresses the root cause?
Response:

A. Create separate workflows for each combination of compensation and organizational change so the missing second step can be controlled manually.
B. Add the second approver group directly to the first step so all relevant requests receive two approvals in the same stage.
C. Instruct managers to split combined changes into multiple transactions so the second-step condition is easier to trigger.
D. Review the business rule or condition that determines when the additional approval step should be inserted, then correct the logic for the combined transaction pattern.

Answer: D

Explanation:
Feedback:
The workflow framework is active because the first approval step works. The failure appears only for a specific transaction combination, which points to conditional logic rather than missing approver setup. Reviewing and correcting the business rule or condition that inserts the second approval step addresses the upstream determination issue while preserving the intended workflow model.

NEW QUESTION # 139
<strong>CHALLENGE 4 — Position Change Routing for Regional Review</strong> A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A. Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
B. Whether every regional claims manager should be added to all position-change workflows during SIT.
C. Whether the workflow notification text tells users that underwriting requests may remain with HR operations.
D. Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.

Answer: A

Explanation:
Feedback:
The regional manager can approve other changes, so workflow configuration may not be broadly incorrect. The affected underwriting change should be traced through employee context, position assignment, and regional responsibility before workflow rules are adjusted.

NEW QUESTION # 140
<strong>CHALLENGE 2 — Claims Surge Position Context Across Regions</strong> A claims manager argues that surge-team position context is less important because surge employees are temporary and assignments can be corrected later. The next validation cycle will use the same records for policy renewal staffing scenarios.
What is the best response?
Response:

A. Defer surge-team context validation because temporary employees do not affect regional staffing decisions.
B. Validate surge-team position context now because the same records will drive later assignment review, access boundaries, and routing behavior.
C. Grant HR operations permanent access to all surge-team records so they can adjust context whenever needed.
D. Replace all surge-team positions with generic claims positions so later scenarios can reuse a simpler model.

Answer: B

Explanation:
Feedback:
The same records will be reused in later staffing scenarios, so current position context affects downstream review and workflow behavior. This response preserves system evidence without overcorrecting the model.

NEW QUESTION # 141
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process for contingent assignment records before a monthly audit window. In the web-based UI, HR operations users can search the affected employees, open the correction page, and edit the required fields. For one protected population tied to executive support roles, the Save button is visible and the change appears to process, but the record reloads with the old values and an authorization-style message is shown.
HR administrators can complete the same update successfully. The customer wants the operations team to manage this protected population only for the approved monthly process and does not want broad administrator access copied to that team. The solution must remain repeatable and preserve the stricter control boundary.
What is the best corrective action?
Response:

A. Temporarily move the protected population into the general operations scope during each audit cycle and restore the restriction afterward.
B. Copy the HR administrator permissions to the operations team during each monthly cycle so the protected population can be updated without further changes.
C. Review the operations role permissions and target-population scope for the final save step, then adjust only the approved execution scope needed for that protected population.
D. Ask HR administrators to process the protected population each month while operations users continue handling all other populations.

Answer: C

Explanation:
Feedback:
The operations team can search, open, and edit the records, so general access to the process already exists. The failure happens only at the final commit stage for one protected population, which points to a save-level authorization or target-population scope dependency. Adjusting only that approved scope preserves governance and enables the recurring monthly process.

NEW QUESTION # 142
......

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