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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management - Position management setup 1. Position hierarchies 2. Position object configuration
Topic 2: SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Company structure 2. Job structure - Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects
Topic 3: Employee Data Management	- Employee lifecycle events 1. Hire, rehire, termination processes 2. Job and compensation changes - Data maintenance 1. Personal and employment data 2. Workflow and approvals
Topic 4: Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Topic 5: 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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q93-Q98):

NEW QUESTION # 93
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A. Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.
B. Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
C. Create a separate workflow for the new business population so the escalation review step is always included for those requests.
D. Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.

Answer: B

Explanation:
Feedback:
The workflow itself is active because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a rule-precedence or conditional routing dependency rather than a missing workflow setup. Correcting the logic resolves the upstream cause while keeping the shared workflow model maintainable.

NEW QUESTION # 94
<strong>CHALLENGE 4 — Manager Change Workflow for Store and Warehouse Contexts</strong> 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 HR operations can approve all manager changes centrally until final manager testing is complete.
C. Whether the workflow notification text tells users that warehouse requests may remain with HR operations.
D. Whether the warehouse employee context, position assignment, and district responsibility support reviewer determination for the affected request.

Answer: D

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 # 95
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A. Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.
B. Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
C. Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.
D. Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.

Answer: B

Explanation:
Feedback:
The position save succeeds and the backfill-ready state is visible, so the primary position action is functioning. The failure occurs in the downstream linked update to employee-facing vacancy indicators, and only for one newly introduced staffing segment. That points to a second-order integration dependency between the segment-specific setup and downstream propagation logic. Correcting that binding or configuration addresses the root cause while preserving the intended position-driven operating model.

NEW QUESTION # 96
<strong>CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries</strong> Compliance operations managers request temporary access to all branch and insurance division positions so they can clear pending remediation cases. The HR governance owner wants legal entity boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Grant cross-entity access temporarily and rely on post-remediation review to identify inappropriate visibility.
B. Restrict compliance managers from all insurance positions until branch testing is fully complete.
C. Keep current access unchanged and classify all blocked cases as proof that legal entity boundaries are working.
D. Validate assigned-scope access and target populations with representative compliance managers before considering any limited exception.

Answer: D

Explanation:
Feedback:
This approach supports valid compliance participation while preserving legal entity boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 97
A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

A. Create duplicate business unit records for the new structure so the intended values appear separately from the neighboring structure.
B. Ask managers to continue using the current list and rely on training instructions to select the intended business unit during reassignment.
C. Review the organizational associations for company, legal entity, and business unit in the new structure, then correct the relationship controlling filtered business unit availability.
D. Broaden business unit visibility for all nearby structures so the same larger list appears consistently during reassignment processing.

Answer: C

Explanation:
Feedback:
The issue is not that business units are missing; the available set is too broad. Because the behavior is limited to one newly activated structure, the most likely root cause is a misaligned foundation-data relationship controlling which business units should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and routing.

NEW QUESTION # 98
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