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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q75-Q80):

NEW QUESTION # 75
CHALLENGE 3 — Regional Manager Access for Claims Boundaries HR operations proposes a temporary permission change that lets regional managers view all surge-team records while keeping standard claims records restricted by region. The proposal would clear blocked assignments quickly.
Which concern should drive the consultant’s recommendation?
Response:

A. The proposal proves that the original permissions are correct because only surge-team records need expansion.
B. The proposal may preserve some claims restrictions but still obscure whether surge-team target populations follow the intended regional coverage model.
C. The proposal is unacceptable because regional managers should never participate in position validation.
D. The proposal should be accepted because surge-team positions are temporary and do not require governance evidence.

Answer: B

Explanation:
Feedback:
The proposed change improves throughput but can still mask whether surge-team access boundaries work as designed. The consultant should evaluate assigned-scope access before accepting even a limited exception.

NEW QUESTION # 76
CHALLENGE 4 — Employee Change Workflow for Department Review After a targeted update to responsibility assignments, one employee change request routes correctly to the department reviewer. A second request for a similar department still remains with HR shared services.
Which next step best avoids a partial-fix trap?
Response:

A. Retest representative employee changes across affected departments and compare routing results against the expected reviewer model.
B. Apply the same responsibility update to every department and assume the remaining request will route correctly after refresh.
C. Close workflow validation because at least one corrected request reached the expected department reviewer.
D. Remove HR shared-services visibility from all pending workflow requests so that department review becomes mandatory.

Answer: A

Explanation:
Feedback:
One successful request does not prove that the responsibility update resolves comparable routing behavior. Representative retesting across affected departments confirms whether the correction is consistent or only partial.

NEW QUESTION # 77
CHALLENGE 3 — Role-Based Access Boundaries for HR Operations Two governance goals compete during testing: HR specialists need enough access to complete assigned validation tasks, while regional employee and position data should remain restricted to the correct operating area.
Which option best handles this governance-versus-governance prioritization?
Response:

A. Prioritize data restriction by removing HR specialist access until regional managers complete their own validation.
B. Configure access around intended regional responsibility and use representative users to confirm both task completion and boundary enforcement.
C. Prioritize validation speed by giving HR specialists cross-region access and tracking any inappropriate use manually.
D. Keep current permissions unchanged and treat any blocked HR activity as evidence that the configuration is secure.

Answer: B

Explanation:
Feedback:
This option balances both governance goals: enabling assigned work and enforcing regional boundaries. It validates the intended model rather than choosing one governance objective to the exclusion of the other.

NEW QUESTION # 78
A consultant is loading position updates into a public cloud SAP SuccessFactors Employee Central tenant before a scheduled workforce planning review. The import completes with mixed results: some records update, but many fail because parent position references are invalid. The customer wants the upload corrected quickly, yet they also want to avoid breaking existing reporting relationships or manually editing large volumes in the web UI.
A review shows that the failed records are mostly new child positions whose parent positions were included in the same file but appear later in the sequence. The consultant must choose a fix that restores consistency with the least operational risk.
Which action is the best next step?
Response:

A. Split the load so parent positions are created or updated first, then load dependent child positions after the hierarchy references are valid.
B. Retry the same file with administrator access because import failures involving hierarchy fields are often permission-related.
C. Disable hierarchy validation for the import cycle so the system accepts all position updates in one pass.
D. Remove the parent position column from the file so all records load, then rebuild the hierarchy manually after the planning review.

Answer: A

Explanation:
Feedback:
The failure pattern points to sequencing, not missing authorization or defective position design. Child positions depend on valid existing parent references at load time. When parent records appear later in the same file, the import can partially process the file yet still reject dependent rows. Splitting the load by dependency order fixes the upstream prerequisite and protects reporting structure integrity.

NEW QUESTION # 79
CHALLENGE 2 — Position Assignment Visibility Across Regional Teams A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:

A. Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
B. Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.
C. Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.
D. Reassign the hidden position to a different supervisor and repeat the review from the original manager account.

Answer: A

Explanation:
Feedback:
This option checks the relationship between position data, assignment behavior, and manager visibility across realistic users. It separates a configuration or data-alignment cause from a broad access complaint.

NEW QUESTION # 80
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