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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Recruiting Management 2. Integration with Payroll and Time Management (overview) - MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations
Position Management	- Position lifecycle processes 1. Position creation and maintenance 2. Position hierarchy and reporting structure - Position model configuration 1. Position-to-job and organizational alignment 2. Position object structure and relationships
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
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 Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q103-Q108):

NEW QUESTION # 103
CHALLENGE 4 — Manager Change Workflow for Store and Warehouse Contexts A store manager change routes to the expected district reviewer, but a comparable warehouse manager change remains with HR operations. The same district reviewer can approve other employee changes in assigned stores.
What should be validated before changing workflow routing?
Response:

A. Whether every district manager should be added to all manager-change workflows for the rehearsal period.
B. Whether the warehouse employee context, position assignment, and district responsibility support reviewer determination for the affected request.
C. Whether the workflow notification text tells users that warehouse requests may remain with HR operations.
D. Whether HR operations can approve all manager changes centrally until final manager testing is complete.

Answer: B

Explanation:
Feedback:
The district reviewer can approve other changes, so the workflow configuration may not be broadly incorrect. The affected warehouse request should be traced through employee context, position assignment, and district responsibility before workflow rules are adjusted.

NEW QUESTION # 104
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 is unacceptable because regional managers should never participate in position validation.
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 proves that the original permissions are correct because only surge-team records need expansion.
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 # 105
A consultant is supporting a scheduled import of future-dated position attribute corrections in a public cloud SAP SuccessFactors Employee Central and Position Management tenant before a monthly planning review. The file runs successfully for most rows, but a subset completes with warnings and leaves the affected positions unchanged. Those positions already have approved future-dated workflow requests for different attribute changes in the same effective period.
The customer wants the current administrative correction preserved without deleting the approved requests, because the future requests were already validated by the planning team. The monthly load must remain reusable and should not create a permanent manual exception process for positions with pending future changes.
What is the best next step?
Response:

A. Exclude the affected positions from future imports and require HR administrators to maintain those records directly in the web-based UI each month.
B. Adjust the import handling for positions with overlapping future-dated workflow changes so the administrative correction fits the approved lifecycle timeline without replacing later records.
C. Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.
D. Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.

Answer: B

Explanation:
Feedback:
The warnings are selective and tied to positions that already have approved future-dated workflow changes in the same period. That indicates a lifecycle and effective-timing dependency rather than a general import defect. Adjusting the import handling so the administrative correction coexists with the approved future timeline resolves the root cause while preserving validated workflow outcomes and supporting repeatable monthly administration.

NEW QUESTION # 106
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

A. Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.
B. Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.
C. Adjust the import handling for employees with overlapping approved future changes so the standard-hours correction fits into the effective-dated timeline without replacing later records.
D. Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.

Answer: C

Explanation:
Feedback:
The warning pattern is selective and tied to employees with already approved future changes in the same time period. That indicates an effective-dating and lifecycle dependency rather than a general import problem. Adjusting the import handling so the correction coexists with the approved future timeline addresses the root cause while preserving validated future records and keeping the process reusable.

NEW QUESTION # 107
CHALLENGE 1 — Business Unit References for Insurance Employee Records The compliance director asks whether the regulated workforce review can begin if only selected insurance records are corrected. Regional HR partners have limited time to repeat foundation data and employee testing.
Which evidence best supports continuing with bounded scope?
Response:

A. Corporate HR administrators can manually update all insurance records before the regulated review begins.
B. Affected insurance records are linked to specific adjusted business unit values, and unaffected branch records still validate against the intended pattern.
C. Compliance managers can view all insurance records after temporary access expansion.
D. Notification messages are generated for the affected employee data change requests.

Answer: B

Explanation:
Feedback:
This evidence separates the affected dependency from the broader remediation population. It supports targeted correction while preserving confidence that unaffected branch records follow the intended pattern.

NEW QUESTION # 108
......

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