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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Position Management	- Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance - Position model configuration 1. Position object structure and relationships 2. Position-to-job and organizational alignment
Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Transfers, promotions, and compensation changes 2. Workflow and approval processes - Hiring and onboarding processes 1. Onboarding data flow 2. Recruit-to-hire integration concepts
Configuration and Integration	- MDF framework configuration 1. Object definition and associations 2. Rules and business logic configuration - Integration with SAP SuccessFactors modules 1. Integration with Payroll and Time Management (overview) 2. Integration with Recruiting Management
Employee Central Core Configuration	- Data models and foundation objects 1. Corporate data model and configuration concepts 2. Foundation objects and generic objects (MDF) - Employee master data management 1. Personal data and employment records 2. Job information and employment details

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SAP C_THR81 Book Pdf: SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) - RealExamFree Pass-leading Provider

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q15-Q20):

NEW QUESTION # 15
<strong>CHALLENGE 4 — Position Change Routing for Regional Review</strong> The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A. Representative position-change tests show that routing follows regional responsibility when employee and position context align.
B. The team can manually list which underwriting requests are still pending with HR operations.
C. HR operations can approve every pending request before the readiness summary is submitted.
D. Regional managers receive notification emails for some successful claims position changes.

Answer: A

Explanation:
Feedback:
This evidence confirms the dependency between source context and reviewer determination. It supports a readiness recommendation based on repeatable system behavior rather than manual completion or status reporting.

NEW QUESTION # 16
A consultant is testing a controlled data correction process in a web-based SAP SuccessFactors Employee Central tenant before month-end operations. HR operations users can launch an employee data correction for all approved populations, but for one restricted regional group the final review screen opens with all changed values visible while the confirm action is unavailable.
HR administrators can complete the same correction for that group without issue. The customer wants the operations team to handle the process for the restricted region only within the approved monthly cycle and does not want administrator-level access copied broadly. The consultant must restore the controlled execution path without weakening the region’s stricter governance boundary.
What is the best corrective action?
Response:

A. Temporarily move the restricted region into the general operations population during month-end processing and restore it afterward.
B. Review the operations role permissions and target population settings for the final execution step, then adjust only the authorized confirm scope required for that restricted regional group.
C. Ask HR administrators to complete the restricted-region confirmations each month while operations users handle the rest of the population.
D. Copy the administrator permission set to the operations role for the restricted region so the confirm action becomes available immediately.

Answer: B

Explanation:
Feedback:
The operations users can reach the final review screen and see the pending changes, which confirms that access to the transaction and data visibility already exists. The missing confirm action for one protected regional group indicates a submit-level authorization or target-population issue at the final execution layer. Adjusting only that specific scope restores the approved monthly process while preserving the governance boundary.

NEW QUESTION # 17
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. Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
B. Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
C. Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
D. Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.

Answer: B

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 # 18
<strong>CHALLENGE 1 — Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether affected records reference campus or service unit values that were corrected after initial department setup.
B. Whether HR administration can manually override service unit association during the planning meeting.
C. Whether all workflow notifications for facilities changes use the same message template.
D. Whether operations managers can approve facilities position changes without reviewing employee context.

Answer: A

Explanation:
Feedback:
The scenario suggests a second-order dependency between corrected service unit references and later review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader rework.

NEW QUESTION # 19
A consultant is validating a new-country transfer setup in SAP SuccessFactors Employee Central before a phased rollout. In the public cloud web-based UI, managers can launch the transfer action and complete employee selection, but when they open the employment details section, one required field group is shown in the correct place yet remains non-editable for the new country only.
Other countries allow the same field group to be updated during transfer. The customer confirms that the field group must stay editable because later approval routing depends on the values entered there. They do not want a country-specific manual correction step or a separate transfer design. The issue began after the latest country setup changes were introduced.
What should the consultant investigate first?
Response:

A. Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.
B. Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.
C. Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.
D. Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.

Answer: C

Explanation:
Feedback:
The field group is present, which confirms the section is part of the design. The issue is that it remains non-editable only for one newly enabled country, which points to a country-specific setup dependency affecting behavior within the transfer process. Correcting that configuration restores the required editable state while preserving the standard transfer model.

NEW QUESTION # 20
......

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