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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Reporting and Integration	- Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts - Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview
Topic 2: Employee Central Core	- Foundation Objects 1. Generic Objects (MDF basics) 2. Legal Entity and Organizational Structures - Data Models 1. HRIS Elements Configuration 2. Succession Data Model Overview
Topic 3: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Topic 4: Security and Permissions	- Role-Based Permissions 1. Field-Level Security 2. Permission Groups and Roles
Topic 5: Position Management	- Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement - Position Object Configuration 1. Position-to-Job Mapping 2. Position Hierarchies and Relationships
Topic 6: Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q180-Q185):

NEW QUESTION # 180
CHALLENGE 4 — Employee Change Workflow for Department Review Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A. Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B. Whether all employee change workflows should be routed to both HR and every department manager for testing.
C. Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
D. Whether the notification wording explains that some requests may stay with HR shared services.

Answer: C

Explanation:
Feedback:
The same manager can approve other changes, so the workflow configuration may not be universally wrong. The affected request should be traced through employee context, department value, and responsibility assignment before workflow rules are changed.

NEW QUESTION # 181
CHALLENGE 2 — Claims Surge Position Context Across Regions Temporary claims surge positions are available during assignment, but some assigned surge-team employees show regional context that does not match the shared surge staffing model. Standard claims position assignments behave as expected.
Which validation action best distinguishes surge-team position behavior from a general employee creation concern?
Response:

A. Remove regional context from surge-team positions so assignment can be completed without regional validation.
B. Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.
C. Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.
D. Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.

Answer: B

Explanation:
Feedback:
This action tests whether surge-team position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared staffing model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 182
CHALLENGE 2 — Mobile Repair Position Context for Field Coverage Mobile repair positions are available during assignment, but some assigned repair leads show facility context that does not match the shared field coverage model. Treatment plant assignments behave as expected.
Which validation action best distinguishes mobile repair position behavior from a general employee creation concern?
Response:

A. Convert affected mobile repair positions into treatment plant positions so they follow the working plant assignment pattern.
B. Ask HR services to complete all mobile repair assignments centrally until broader district validation starts.
C. Test representative mobile repair position assignments and manager-facing review results against the intended zone and district context.
D. Remove district context from mobile repair positions so assignment can be completed without district-based validation.

Answer: A

Explanation:
Feedback:
This action tests whether mobile repair position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared field coverage model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 183
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. Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
B. Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
C. Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
D. Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.

Answer: D

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 # 184
CHALLENGE 3 — Shared Services Access for Location-Based Boundaries HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A. Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
B. Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
C. Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
D. Restrict HR shared-services access further until department managers complete all location-specific validation.

Answer: A

Explanation:
Feedback:
This approach supports valid HR work while still preserving location-based access boundaries. It validates the intended access model instead of choosing either throughput or restriction as the only priority.

NEW QUESTION # 185
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