C_THR81 Latest Exam Questions, C_THR81 Latest Learning Materials

SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) (C_THR81) certification exams are a great way to analyze and evaluate the skills of a candidate effectively. Big companies are always on the lookout for capable candidates. You need to pass the SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) (C_THR81) certification exam to become a certified professional. This task is considerably tough for unprepared candidates however with the right C_THR81 prep material there remains no chance of failure.

SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q62-Q67):

NEW QUESTION # 62
<strong>CHALLENGE 4 — Position Change Routing for District Review</strong> A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that mobile repair requests may remain with HR services.
B. Whether HR services can approve all position changes centrally until broader district validation begins.
C. Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.
D. Whether every district manager should be added to all position-change workflows during UAT.

Answer: C

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

NEW QUESTION # 63
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A. Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
B. Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
C. Recreate all positions from the newer configuration set using the same method as the earlier working positions.
D. Give staffing users broader search access so newly approved positions appear regardless of process status.

Answer: B

Explanation:
Feedback:
The positions reach approved status, so the initial approval path is functioning. The failure appears in the next process step and only affects positions built from the newer configuration set. That points to a dependency between position status and downstream staffing readiness that is misconfigured for those newer records. Investigating and correcting that dependency resolves the root cause while preserving the intended position-driven operating model.

NEW QUESTION # 64
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. Ask managers to continue using the current list and rely on training instructions to select the intended business unit during reassignment.
B. Review the organizational associations for company, legal entity, and business unit in the new structure, then correct the relationship controlling filtered business unit availability.
C. Create duplicate business unit records for the new structure so the intended values appear separately from the neighboring structure.
D. Broaden business unit visibility for all nearby structures so the same larger list appears consistently during reassignment processing.

Answer: B

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 # 65
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating employee transfers between organizational units after a recent corporate data maintenance cycle. In the web-based UI, the transfer action opens normally, but for one set of regions the target department list is incomplete even though the departments exist in the system. Users can complete transfers in other regions without issue.
HR administrators confirm that the missing departments were introduced during the latest corporate structure update and should be available only within specific organizational combinations. The customer wants the consultant to restore accurate selection behavior without weakening organizational controls or exposing departments outside their intended scope.
What is the best next step?
Response:

A. Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.
B. Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.
C. Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.
D. Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.

Answer: B

Explanation:
Feedback:
The departments already exist, and the issue is limited to regions affected by the latest corporate data update. That indicates a structural relationship or effective-dating problem in organizational data, not a missing object or general permission failure. Reviewing and correcting the department associations restores valid availability within the intended combinations while preserving organizational controls.

NEW QUESTION # 66
<strong>CHALLENGE 4 — Employee Data Workflow for Compliance Review</strong> After a targeted correction to insurance position context, one employee data change routes to the expected compliance reviewer. Another comparable insurance change still remains with corporate HR administrators.
Which next step best avoids a partial-fix trap?
Response:

A. Apply the same position-context correction to every insurance record and assume routing will align after refresh.
B. Close workflow validation because at least one corrected insurance change reached the expected reviewer.
C. Remove corporate HR visibility from pending workflow requests so compliance review becomes the only visible path.
D. Retest representative employee data changes across affected insurance contexts and compare reviewer outcomes.

Answer: D

Explanation:
Feedback:
One successful request does not prove that the correction works across comparable insurance contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

NEW QUESTION # 67
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