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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Position Management	- Position object configuration - Position hierarchy and reporting structure - Integration with Employee Central
Employee Central Core Configuration	- Data models (Succession Data Model, Corporate Data Model) - Company structure setup - Foundation objects
Employee Lifecycle Processes	- Job changes and transfers - Hire, rehire, and termination processes
Employee Central Data Management	- Employment information and job information - Employee master data maintenance
Security and Authorizations	- Data access control - Role-based permissions
Business Rules and Workflow	- Workflow setup and approvals - Business rules configuration

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q15-Q20):

NEW QUESTION # 15
CHALLENGE 3 — Regional Manager Access for Claims Boundaries Regional claims managers request broader visibility across claims, underwriting support, and surge-team positions so they can help clear open SIT items. The HR governance owner wants regional access boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Validate assigned-scope access and target populations with representative regional managers before considering any limited exception.
B. Restrict regional managers from all underwriting and surge-team positions until standard claims validation is complete.
C. Keep current access unchanged and classify all blocked SIT items as evidence that the regional model is secure.
D. Grant cross-region access temporarily and rely on post-SIT review to identify any inappropriate record visibility.

Answer: A

Explanation:
Feedback:
This approach supports valid manager participation while preserving regional boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 16
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A. Build a separate regional workflow so the compliance review step can be forced for that population.
B. Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
C. Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
D. Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.

Answer: C

Explanation:
Feedback:
The workflow framework is active because the request saves and starts correctly. The missing step appears only when a combined condition is present and only for one newly added region, which points to a conditional determination problem rather than missing workflow activation. Correcting the rule that inserts the compliance review step addresses the actual dependency while preserving a maintainable shared workflow model.

NEW QUESTION # 17
CHALLENGE 4 — Workflow Routing for Cross-Regional Position Changes A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A. Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.
B. Whether HR specialists can bypass the approval step for test records until routing is stabilized.
C. Whether all regional managers can be added as approvers to every position-change workflow.
D. Whether the workflow notification text clearly explains that approver assignment may vary during testing.

Answer: A

Explanation:
Feedback:
The workflow behavior may depend on position and organizational data that was affected by earlier sequencing. Validating that context first prevents changing workflow rules to compensate for unstable source data.

NEW QUESTION # 18
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A. Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
B. Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
C. Create duplicate cost center records for the new structure so the intended values appear separately in the list.
D. Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.

Answer: B

Explanation:
Feedback:
The available list is too broad, which indicates that the issue is not missing data but incorrect scoping in foundation object relationships. Because the problem is limited to one newly onboarded structure, the most likely cause is a misaligned organizational association controlling which cost centers should appear. Correcting that association restores controlled selection and protects reporting accuracy.

NEW QUESTION # 19
CHALLENGE 1 — Engineering Department References for Transfer Records During hypercare, most transfer-related employee updates process successfully, but selected engineering-center employees show an unexpected plant association in manager-facing review. Engineering department values were adjusted during final cutover preparation.
Which action best supports a controlled stabilization path?
Response:

A. Continue active transfer processing because the employee updates saved and the plant association can be reviewed later.
B. Give plant managers access to all engineering employee records so they can review and correct the plant association manually.
C. Reprocess all transfer-related employee and position records because any final cutover department adjustment invalidates the live dataset.
D. Compare affected records against active plant and engineering department values, then correct only records with confirmed dependency impact.

Answer: D

Explanation:
Feedback:
This option validates the relationship between adjusted department values and affected transfer records before deciding correction scope. It supports hypercare stabilization without assuming the entire live dataset requires reprocessing.

NEW QUESTION # 20
......

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