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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. Business rules for position management 2. Position-to-employee mapping
Reporting and Integration	- Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports - Integration concepts 1. Integration with SAP systems 2. API and data integration basics
Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
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
SAP SuccessFactors Employee Central Overview	- Core HR foundation concepts 1. Foundation objects 2. Employee Central data model basics - Employee Central configuration basics 1. Job structure 2. Company structure

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q185-Q190):

NEW QUESTION # 185
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process for contingent assignment records before a monthly audit window. In the web-based UI, HR operations users can search the affected employees, open the correction page, and edit the required fields. For one protected population tied to executive support roles, the Save button is visible and the change appears to process, but the record reloads with the old values and an authorization-style message is shown.
HR administrators can complete the same update successfully. The customer wants the operations team to manage this protected population only for the approved monthly process and does not want broad administrator access copied to that team. The solution must remain repeatable and preserve the stricter control boundary.
What is the best corrective action?
Response:

A. Copy the HR administrator permissions to the operations team during each monthly cycle so the protected population can be updated without further changes.
B. Ask HR administrators to process the protected population each month while operations users continue handling all other populations.
C. Temporarily move the protected population into the general operations scope during each audit cycle and restore the restriction afterward.
D. Review the operations role permissions and target-population scope for the final save step, then adjust only the approved execution scope needed for that protected population.

Answer: D

Explanation:
Feedback:
The operations team can search, open, and edit the records, so general access to the process already exists. The failure happens only at the final commit stage for one protected population, which points to a save-level authorization or target-population scope dependency. Adjusting only that approved scope preserves governance and enables the recurring monthly process.

NEW QUESTION # 186
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries A compliance manager can access employees in one assigned branch but cannot view an insurance position that belongs to their regulated review scope. Another out-of-scope corporate position appears in their review list.
What should the consultant validate first?
Response:

A. Whether employee import templates should be reloaded before access testing continues.
B. Whether the permission role, target population, and compliance responsibility assignment align for both assigned and out-of-scope records.
C. Whether corporate HR can review the insurance position instead of the compliance manager during remediation.
D. Whether the compliance manager should be given access to all records until the insurance position list is corrected.

Answer: B

Explanation:
Feedback:
The behavior includes both missing valid access and visible out-of-scope access, so role, target population, and responsibility assignment need to be evaluated together. This directly tests the legal entity boundary model.

NEW QUESTION # 187
A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A. Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.
B. Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.
C. Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.
D. Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.

Answer: D

Explanation:
Feedback:
The warnings are selective and tied to employees with pending future-dated workflow items, which points to a lifecycle dependency rather than a bad file or missing authorization. Adjusting the import approach so the correction respects the in-process timeline preserves governance and creates a repeatable monthly process without forcing manual cleanup.

NEW QUESTION # 188
CHALLENGE 4 — Position Change Routing for Regional Review A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that underwriting requests may remain with HR operations.
B. Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
C. Whether every regional claims manager should be added to all position-change workflows during SIT.
D. Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.

Answer: D

Explanation:
Feedback:
The regional manager can approve other changes, so workflow configuration may not be broadly incorrect. The affected underwriting change should be traced through employee context, position assignment, and regional responsibility before workflow rules are adjusted.

NEW QUESTION # 189
CHALLENGE 3 — Resort Manager Access for Hospitality Boundaries A resort operations manager can access employees in one assigned housekeeping department but cannot view a banquet position that belongs to their resort responsibility. Another unassigned conference-center position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the permission role, target population, and resort responsibility assignment align for both assigned and unassigned records.
B. Whether the employee creation import should be reloaded before any access testing continues.
C. Whether the resort manager should be given access to all records until the banquet position list is corrected.
D. Whether HR coordination can review the banquet position instead of the resort manager during remediation.

Answer: A

NEW QUESTION # 190
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