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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q66-Q71):

NEW QUESTION # 66
A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A. Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
B. Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
C. Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.
D. Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.

Answer: B

Explanation:
Feedback:
The blocking action itself succeeds and the blocked state is stored, so the primary lifecycle update is functioning. The defect appears in the next layer, where blocked positions should stop participating in downstream staffing preparation. Because only the newly introduced usage type is affected, the most likely root cause is a usage-type-specific configuration dependency controlling downstream enforcement after save.

NEW QUESTION # 67
A consultant is supporting a scheduled import of future-dated employee holiday-calendar corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end payroll review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for employment-detail changes in the same effective period.
The customer wants the holiday-calendar corrections preserved without deleting the already approved future requests, because those requests are part of an approved operating plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

A. Delete the approved future employment-detail workflow requests, then rerun the warning rows so the holiday-calendar corrections can load without conflict.
B. Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.
C. Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.
D. Adjust the import handling for employees with overlapping approved future changes so the holiday-calendar correction fits into the effective-dated timeline without replacing later records.

Answer: D

Explanation:
Feedback:
The warnings are selective and tied to employees with approved future changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the real cause while preserving validated future actions and keeping the monthly process reusable.

NEW QUESTION # 68
<strong>CHALLENGE 3 — Plant Manager Access for Workforce Boundaries</strong> Plant managers request temporary access to all engineering and production positions so they can help close open hypercare cases. The HR governance lead wants plant-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.
B. Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.
C. Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.
D. Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.

Answer: C

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

NEW QUESTION # 69
A consultant is testing a workflow for manager-submitted temporary supervisory coverage changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added support population, requests that include both a temporary end date and a position-linked approval impact bypass the intended control review and go straight to the final approval stage.
Existing populations with the same combination still pass through control review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A. Ask managers in the new support population to stop using temporary supervisory coverage requests until the workflow model is revised later.
B. Add the control reviewers directly to the final approval stage so affected requests still receive some oversight before completion.
C. Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
D. Create a separate workflow for the new support population so the control review is always included for those requests.

Answer: C

Explanation:
Feedback:
The workflow engine is functioning because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a conditional routing or rule-precedence issue rather than missing workflow activation. Correcting that logic addresses the root cause while preserving the shared workflow structure.

NEW QUESTION # 70
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. Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
B. 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.
C. Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.
D. Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.

Answer: B

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 # 71
......

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