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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Position Management	- Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement - Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping
Reporting and Integration	- Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts - Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview
Employee Data Management	- Employment Information 1. Job Information and Compensation Information 2. Personal and Employment Records
Security and Permissions	- Role-Based Permissions 1. Permission Groups and Roles 2. Field-Level Security
Business Configuration	- Configuration Tools 1. Manage Business Configuration (BCUI) 2. Employee Central Settings
Employee Central Core	- Foundation Objects 1. Generic Objects (MDF basics) 2. Legal Entity and Organizational Structures - Data Models 1. HRIS Elements Configuration 2. Succession Data Model Overview

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Newest C_THR81 Exam Questions and SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Learning Reference Files

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q23-Q28):

NEW QUESTION # 23
A consultant is testing a workflow for manager-submitted temporary reporting-line adjustments 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 approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A. Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.
B. Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
C. Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.
D. Create a separate workflow for the new operational population so the intermediate review is always included for those requests.

Answer: B

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 # 24
CHALLENGE 2 — Claims Surge Position Context Across Regions Temporary claims surge positions are available during assignment, but some assigned surge-team employees show regional context that does not match the shared surge staffing model. Standard claims position assignments behave as expected.
Which validation action best distinguishes surge-team position behavior from a general employee creation concern?
Response:

A. Remove regional context from surge-team positions so assignment can be completed without regional validation.
B. Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.
C. Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.
D. Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.

Answer: C

Explanation:
Feedback:
This action tests whether surge-team position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared staffing model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 25
CHALLENGE 1 — Business Unit References for Insurance Employee Records Branch employees and insurance claims supervisors use similar employee record structures, yet only some insurance records show incorrect legal entity context during compliance manager review. Corporate HR wants to avoid broad reload unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether affected records reference business unit values adjusted after the initial foundation data load.
B. Whether corporate HR administrators can manually override legal entity context before the regulated review.
C. Whether compliance managers can approve insurance position changes without reviewing employee context.
D. Whether workflow notification templates differ between branch and insurance employee changes.

Answer: A

Explanation:
Feedback:
The scenario suggests a second-order dependency between adjusted foundation values and later employee review behavior. Confirming whether affected records depend on those values is necessary before choosing targeted correction or broader reload.

NEW QUESTION # 26
CHALLENGE 4 — Position Change Routing for Terminal Review A dockside position change routes to the expected terminal operations manager, but a comparable maintenance position change remains with HR data administration. The same terminal manager can approve other employee updates in the assigned dockside area.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that maintenance requests may remain with HR data administration.
B. Whether every terminal manager should be added to all position-change workflows during design validation.
C. Whether HR data administration can approve all position changes centrally until configuration testing begins.
D. Whether the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.

Answer: D

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

NEW QUESTION # 27
A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A. Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
B. Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
C. Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
D. Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.

Answer: D

Explanation:
Feedback:
The position update itself succeeds and the new readiness state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates the planning indicator. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

NEW QUESTION # 28
......

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