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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Workflow and approval processes 2. Transfers, promotions, and compensation changes - Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow
Topic 2: Employee Central Core Configuration	- Employee master data management 1. Job information and employment details 2. Personal data and employment records - Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts
Topic 3: Position Management	- Position lifecycle processes 1. Position creation and maintenance 2. Position hierarchy and reporting structure - Position model configuration 1. Position object structure and relationships 2. Position-to-job and organizational alignment
Topic 4: Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Recruiting Management 2. Integration with Payroll and Time Management (overview) - MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q15-Q20):

NEW QUESTION # 15
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a monthly administrative import of employee job dat a. The import completes, but a subset of rows is rejected because the updates refer to records that already have future-dated changes scheduled for the same employees.
The customer needs the current month’s administrative corrections loaded before payroll validation, but they do not want to overwrite the future-approved changes or flatten the timeline of planned updates. The failed rows are concentrated in one business area that recently completed workforce planning. The consultant must choose an action that preserves date-based data integrity while keeping the recurring import process usable.
What is the best next step?
Response:

A. Exclude the affected employees from the monthly import permanently and maintain them only through direct web-based edits.
B. Review the rejected rows against the existing future-dated timeline and adjust the import handling so the current correction fits without overwriting the approved future changes.
C. Load all rejected corrections using today’s date only, then recreate the future changes manually after payroll validation is finished.
D. Delete the future-dated records for the affected employees so the monthly correction import can be applied cleanly to the current rows.

Answer: B

Explanation:
Feedback:
The observable artifact is a rejection caused by overlap with existing future-dated changes. Because the customer must preserve approved future records, the correct response is to align the current correction with the existing effective timeline rather than removing or bypassing date controls. This addresses the real dependency: administrative imports must respect already scheduled record sequences.

NEW QUESTION # 16
A consultant is testing an approval process for manager-initiated changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the workflow starts and reaches the first approver, but a second approval step that should be triggered only for high-impact job changes is not added for certain transactions. The customer confirms that the second-step approver group exists and is active.
The issue is noticed only when the transaction includes a combination of compensation-related and organizational updates. The customer wants a fix that preserves the existing workflow framework and does not require maintaining parallel approval processes for each business variation.
Which action best addresses the root cause?
Response:

A. Add the second approver group directly to the first step so all relevant requests receive two approvals in the same stage.
B. Instruct managers to split combined changes into multiple transactions so the second-step condition is easier to trigger.
C. Create separate workflows for each combination of compensation and organizational change so the missing second step can be controlled manually.
D. Review the business rule or condition that determines when the additional approval step should be inserted, then correct the logic for the combined transaction pattern.

Answer: D

Explanation:
Feedback:
The workflow framework is active because the first approval step works. The failure appears only for a specific transaction combination, which points to conditional logic rather than missing approver setup. Reviewing and correcting the business rule or condition that inserts the second approval step addresses the upstream determination issue while preserving the intended workflow model.

NEW QUESTION # 17
A consultant is validating a manager-led organizational reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly activated operating structure the department list includes valid-looking departments from a neighboring structure. The process remains usable, but testers are choosing incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed department set. The customer wants the issue fixed without broadening department visibility across unrelated structures and without creating a separate reassignment design for the new rollout group. Reporting integrity and approval routing depend on correct department selection.
What is the best next step?
Response:

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

Answer: A

Explanation:
Feedback:
The issue is not that departments are missing; the filtered list is too broad. Because the behavior is isolated to one newly activated structure, the most likely source is a misaligned foundation-data relationship controlling which departments should appear after company and legal entity are selected. Correcting that association restores controlled selection and protects downstream reporting and routing accuracy.

NEW QUESTION # 18
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A. Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
B. Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.
C. Build a separate regional workflow so the compliance review step can be forced for that population.
D. Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.

Answer: A

Explanation:
Feedback:
The workflow framework is active because the request saves and starts correctly. The missing step appears only when a combined condition is present and only for one newly added region, which points to a conditional determination problem rather than missing workflow activation. Correcting the rule that inserts the compliance review step addresses the actual dependency while preserving a maintainable shared workflow model.

NEW QUESTION # 19
<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 the workflow notification text tells users that warehouse requests may remain with HR operations.
C. Whether HR operations can approve all manager changes centrally until final manager testing is complete.
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 # 20
......

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