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SAP C_THR81 Exam Syllabus Topics:

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

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C_THR81 Detailed Answers 100% Pass | Reliable C_THR81: SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) 100% Pass

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q18-Q23):

NEW QUESTION # 18
A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A. Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.
B. Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.
C. Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
D. Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.

Answer: C

Explanation:
Feedback:
The warning pattern is selective and linked to employees with approved future changes in the same period. That indicates a timeline and lifecycle dependency rather than a broad import defect or lack of access. Adjusting the import handling so the current correction coexists with the approved future sequence preserves validated workflow outcomes and supports a repeatable monthly process.

NEW QUESTION # 19
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for a protected international assignment population. In the web-based UI, HR operations users can search the records, open the correction page, edit the relevant values, and preview the changes. For that protected population only, the final processing step returns a scope message and leaves the records unchanged.
The same users complete the process successfully for all other groups, and HR administrators can process the protected records without issue. The customer wants the operations team to handle this population only for the approved month-end process and does not want broad administrator access copied to them. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A. Review the operations role permissions and target-population scope for the final processing step, then adjust only the approved execution scope required for that protected population.
B. Temporarily move the protected population into the general operations scope during each month-end cycle and restore the restriction afterward.
C. Ask HR administrators to continue processing the protected international assignment population each month while operations users handle all other groups.
D. Copy the HR administrator permissions to the operations team during each month-end cycle so the protected records can be processed without further changes.

Answer: A

Explanation:
Feedback:
The operations users can search, open, edit, and preview the records, so most of the process path already works. The failure occurs only at the final execution layer for one protected population, which indicates a process-level authorization or target-population scope dependency rather than total lack of access. Adjusting only that approved execution scope preserves governance and restores the recurring controlled process.

NEW QUESTION # 20
<strong>CHALLENGE 4 — Position Change Routing for Regional Review</strong> A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A. It is less appropriate because workflow routing should always be completed by HR operations in SIT.
B. It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.
C. It prevents HR operations from creating employee records for underwriting support employees.
D. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.

Answer: D

Explanation:
Feedback:
The scenario indicates that routing works for some comparable cases, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 21
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A. Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
B. Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
C. Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.
D. Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.

Answer: B

Explanation:
Feedback:
The problem is not missing values but over-broad filtered availability. Because only one newly activated structure is affected, the likely root cause is a misaligned corporate data relationship controlling which divisions should be available after company and location are selected. Correcting that relationship restores controlled selection and supports downstream reporting and routing integrity.

NEW QUESTION # 22
<strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> The remediation team can save an insurance division position change, but the transaction remains with corporate HR administrators instead of reaching the expected compliance reviewer. The project sponsor asks whether HR can verify the change offline to keep the review schedule.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Stop all branch and insurance position testing until every position record is rebuilt.
B. Narrow the remediation set and verify representative insurance position changes in the system before relying on offline confirmation.
C. Open all insurance positions to compliance managers temporarily so they can confirm changes faster.
D. Proceed with offline HR verification because it protects the review schedule and the position change can be saved.

Answer: B

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for reviewer determination. It recognizes schedule pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 23
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