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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Reporting and Integration	- Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports - Integration concepts 1. API and data integration basics 2. Integration with SAP systems
Topic 2: Employee Data Management	- Data maintenance 1. Personal and employment data 2. Workflow and approvals - Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes
Topic 3: Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
Topic 4: SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Job structure 2. Company structure - Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics
Topic 5: Position Management	- Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management - Position management setup 1. Position hierarchies 2. Position object configuration

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q81-Q86):

NEW QUESTION # 81
<strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A. Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
B. Close position responsibility validation because one corrected request reached the expected compliance reviewer.
C. Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
D. Retest representative insurance position changes across affected contexts and compare reviewer outcomes.

Answer: D

Explanation:
Feedback:
One successful correction does not prove that the responsibility pattern is stable across comparable insurance contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 82
A consultant is validating a manager-driven department change process in a public cloud SAP SuccessFactors Employee Central Core tenant. In the web-based UI, managers can start the transaction and select the employee’s company, but for one newly onboarded region the list of available divisions is not empty and not missing values; instead, it shows valid-looking divisions in the wrong business order, causing the intended default division to appear below unrelated regional values.
Other regions show the correct narrowed list. HR leadership wants the consultant to correct the issue before training because users must follow controlled organizational selection without relying on trial-and-error. The customer does not want a separate regional transaction or broader division exposure across companies.
What is the best next step?
Response:

A. Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.
B. Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
C. Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.
D. Review the organizational relationships and assignment logic introduced for the newly onboarded region, then correct the company-to-division association controlling the filtered division list.

Answer: D

Explanation:
Feedback:
The issue is subtle: the list is populated, but the filtered set is too broad or incorrectly associated for the new region. Because the problem began when the region was onboarded and other regions behave correctly, the likely cause is not UI rendering but an organizational assignment issue in corporate data relationships. Correcting the company-to-division association restores controlled filtering and proper operational behavior.

NEW QUESTION # 83
A consultant is validating controlled data maintenance in a web-based SAP SuccessFactors Employee Central tenant before monthly administration begins. HR operations users can update employee records for most populations, but for one restricted population the edit action is visible and opens correctly while the final save is blocked.
HR administrators can complete the same update for those records. The customer wants the approved operations team to maintain that restricted population only for a defined administrative process, without extending broad HR administrator access or removing the protection boundaries already in place. The consultant must restore the process in a repeatable way for monthly use.
What is the best corrective action?
Response:

A. Ask HR administrators to complete the restricted updates each month and let operations users handle the rest of the population.
B. Copy the HR administrator permission set to the operations team so the save action works for the restricted population immediately.
C. Temporarily move the restricted population into the general operations scope during each monthly maintenance cycle and restore the boundary afterward.
D. Review the operations role permissions and target population scope for the specific maintenance process, then adjust only the authorized update access needed for that restricted group.

Answer: A

Explanation:
Feedback:
The operations users can open the action, which shows the process itself is available, but the save is blocked only for the restricted population. That indicates an authorization scope or target population issue at the update stage. Adjusting only the specific permissions and scope for the approved process restores the needed monthly maintenance path without weakening broader governance.

NEW QUESTION # 84
A consultant is validating a position-based readiness process before a succession planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A. Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.
B. Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
C. Review the dependency between the new regional segment and downstream planning-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
D. Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

Answer: C

Explanation:
Feedback:
The position update itself succeeds and the new readiness state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced regional segment. That indicates a second-order integration dependency between segment-specific setup and the propagation logic that updates planning eligibility. Correcting that dependency restores the intended end-to-end behavior while preserving the position-driven model.

NEW QUESTION # 85
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A. Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.
B. Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.
C. Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
D. Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.

Answer: B

Explanation:
Feedback:
The workflow engine is active because requests save and route. The incorrect routing occurs only when two conditions interact and only for one newly added region. That points to a conditional precedence or routing-rule dependency, not a missing workflow structure. Correcting the rule logic addresses the actual cause while preserving a shared maintainable workflow model.

NEW QUESTION # 86
......

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