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SAP C_THR81 Exam Syllabus Topics:

Section	Weight	Objectives
Position Management	25%	- Position Hierarchy & Structure - Position Synchronization with Job Information - Mass Updates & Import/Export
Employee Central Core	25%	- Global Assignment & Concurrent Employment - Person & Employment Information - Time & Attendance Integration
Data Management & Integration	10%	- Integration with other SuccessFactors Modules - Import Tools & Data Migration - Company Structure Overview
Security & Workflows	15%	- Notifications & Event Reasoning - Role-Based Permissions (RBP) - Workflow Configuration & Approvals
Data Models & Foundation Objects	25%	- Corporate, Succession & Country-Specific Data Models - Metadata Framework (MDF) & Generic Objects - Picklists, Business Rules & Event Derivation

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q125-Q130):

NEW QUESTION # 125
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new global assignment hire variant in the web-based UI before a controlled pilot. Recruiters can launch the hire process and enter personal data, but when they reach the employment segment, one required field group is visible yet collapses after save and does not retain the entered values for one newly enabled country only.
Other countries in the same tenant retain the values correctly. The customer confirms the field group must remain part of the standard hire design because later approvals depend on it. They do not want a country-specific manual workaround or a separate hiring process. The issue appeared after the latest country setup and localization-related configuration activities were introduced.
What is the best first action?
Response:

A. Review the country-specific configuration controlling the persistence and behavior of that employment field group, then correct the setup dependency for the newly enabled country.
B. Ask recruiters to complete the hire without the field group and let HR administrators re-enter the missing values after approval.
C. Grant recruiters broader maintenance permissions so the entered values are treated as direct updates instead of hire-step values.
D. Export recent hires from the new country and reload them so the field group behavior refreshes before the pilot begins.

Answer: A

Explanation:
Feedback:
The observable artifact is not missing access or a hidden section. The field group appears, accepts entry, then fails to retain values only for one newly enabled country. That points to a country-specific setup dependency affecting how the hire step persists entered data. Reviewing and correcting that configuration addresses the upstream cause while preserving the standard global assignment hire design.

NEW QUESTION # 126
CHALLENGE 3 — Terminal Manager Access for Operational Boundaries A terminal manager can access employees in one assigned dockside work area but cannot view a maintenance position that belongs to their terminal responsibility. Another unassigned customs-office position appears in their review list.
What should the consultant validate first?
Response:

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

Answer: D

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 terminal access boundary model.

NEW QUESTION # 127
CHALLENGE 2 — Branch Position Responsibility for Regulated Review A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:

A. It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
B. It is less appropriate because corporate HR must always approve regulated position changes.
C. It is less appropriate because branch positions cannot participate in any Employee Central workflow.
D. It prevents business unit values from being used in employee imports.

Answer: A

Explanation:
Feedback:
The branch pattern works for its own context, but the insurance division has a different review model. Copying the branch pattern may hide the position responsibility dependency that needs remediation evidence.

NEW QUESTION # 128
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries Corporate HR proposes a temporary role that lets compliance managers view all insurance division records while keeping branch records restricted by legal entity. The proposal would clear pending regulated review items quickly.
Which concern should drive the consultant’s recommendation?
Response:

A. The proposal should be accepted because insurance records are regulated and therefore do not require access-boundary evidence.
B. The proposal is unacceptable because compliance managers should never validate employee or position records.
C. The proposal proves that existing branch permissions are correct because only insurance records require expansion.
D. The proposal may preserve some branch restrictions but still obscure whether insurance target populations follow the intended compliance responsibility model.

Answer: D

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

NEW QUESTION # 129
CHALLENGE 3 — Operations Manager Access for Campus Boundaries Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

Answer: A

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

NEW QUESTION # 130
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