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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. Job structure 2. Company structure - Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects
Topic 3: 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
Topic 4: 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
Topic 5: Employee Data Management	- Data maintenance 1. Workflow and approvals 2. Personal and employment data - Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q74-Q79):

NEW QUESTION # 74
A consultant is validating controlled data maintenance in a web-based SAP SuccessFactors Employee Central tenant before monthly administration begins. HR operations users can update employee records for most populations, but for one restricted population the edit action is visible and opens correctly while the final save is blocked.
HR administrators can complete the same update for those records. The customer wants the approved operations team to maintain that restricted population only for a defined administrative process, without extending broad HR administrator access or removing the protection boundaries already in place. The consultant must restore the process in a repeatable way for monthly use.
What is the best corrective action?
Response:

A. Review the operations role permissions and target population scope for the specific maintenance process, then adjust only the authorized update access needed for that restricted group.
B. Ask HR administrators to complete the restricted updates each month and let operations users handle the rest of the population.
C. Copy the HR administrator permission set to the operations team so the save action works for the restricted population immediately.
D. Temporarily move the restricted population into the general operations scope during each monthly maintenance cycle and restore the boundary afterward.

Answer: B

Explanation:
Feedback:
The operations users can open the action, which shows the process itself is available, but the save is blocked only for the restricted population. That indicates an authorization scope or target population issue at the update stage. Adjusting only the specific permissions and scope for the approved process restores the needed monthly maintenance path without weakening broader governance.

NEW QUESTION # 75
A consultant is testing a workflow for manager-submitted temporary cost-center reassignment requests in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked budget impact bypass the intended review queue and go directly to the standard approval step.
Existing populations with the same combination still route through the intended review queue. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader approval process.
What is the best corrective action?
Response:

A. Add the intended reviewers directly to the standard approval step so affected requests still receive some oversight before completion.
B. Create a separate workflow for the new operational population so the review queue is always included for those requests.
C. Ask managers in the new operational population to stop submitting these temporary reassignment requests until the workflow model is revised later.
D. Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked budget impact.

Answer: D

Explanation:
Feedback:
The workflow engine is functioning because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a conditional routing or rule-precedence issue rather than missing workflow activation. Correcting that logic addresses the root cause while preserving the shared workflow structure.

NEW QUESTION # 76
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

A. Broaden business-unit visibility for all related structures so managers can always find the missing value during organizational moves.
B. Create duplicate business-unit records for the new structure so the intended value appears separately in the selection list.
C. Review the organizational associations for company, department, and business unit in the new structure, then correct the relationship controlling filtered business-unit availability.
D. Ask managers to choose a temporary business unit and let HR operations correct the final value after the transaction is completed.

Answer: C

Explanation:
Feedback:
The missing business unit exists and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely source is a relationship problem in foundation data. Correcting the company-department-business unit association restores proper filtered availability while preserving governance and the standard process design.

NEW QUESTION # 77
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A. Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
B. Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
C. Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
D. Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.

Answer: A

Explanation:
Feedback:
The field is present and editable, so the issue is not missing access or missing field design. The value disappears only after the transaction refresh and only for one country, which points to a country-specific setup dependency affecting persistence during rehire processing. Correcting that configuration addresses the upstream cause and preserves the standard rehire model.

NEW QUESTION # 78
<strong>CHALLENGE 3 — Resort Manager Access for Hospitality Boundaries</strong> Resort operations managers request broader visibility across hotel, conference, and banquet positions so they can help clear remediation items. The HR governance owner wants resort-level access boundaries to remain visible during the remediation cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Restrict resort operations managers from all banquet positions until housekeeping validation is fully complete.
B. Grant cross-resort access temporarily and rely on post-remediation review to identify any inappropriate record visibility.
C. Keep current access unchanged and classify all blocked remediation items as evidence that the resort model is secure.
D. Validate assigned-scope access and target populations with representative resort managers before considering any limited exception.

Answer: D

Explanation:
Feedback:
This approach supports valid manager participation while preserving resort-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 79
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