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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Position Management	- Position object configuration - Integration with Employee Central - Position hierarchy and reporting structure
Security and Authorizations	- Role-based permissions - Data access control
Employee Central Data Management	- Employee master data maintenance - Employment information and job information
Employee Central Core Configuration	- Foundation objects - Data models (Succession Data Model, Corporate Data Model) - Company structure setup
Employee Lifecycle Processes	- Job changes and transfers - Hire, rehire, and termination processes
Business Rules and Workflow	- Business rules configuration - Workflow setup and approvals

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q38-Q43):

NEW QUESTION # 38
CHALLENGE 4 — Employee Data Workflow for Compliance Review The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A. Compliance reviewers receive notification emails for some successful branch employee changes.
B. Corporate HR can approve every pending request before the remediation summary is submitted.
C. The team can manually list which insurance requests remain pending with corporate HR.
D. Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.

Answer: D

Explanation:
Feedback:
This evidence confirms the dependency between source context and reviewer determination. It supports a remediation recommendation based on repeatable system behavior rather than manual completion or status reporting.

NEW QUESTION # 39
CHALLENGE 3 — Operations Manager Access for Campus Boundaries An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

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

Answer: B

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 campus access boundary model.

NEW QUESTION # 40
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A. Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.
B. Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
C. Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
D. Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.

Answer: B

Explanation:
Feedback:
The field is present and editable, so the issue is not missing access or missing field design. The value disappears only after the transaction refresh and only for one country, which points to a country-specific setup dependency affecting persistence during rehire processing. Correcting that configuration addresses the upstream cause and preserves the standard rehire model.

NEW QUESTION # 41
In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is validating a process where position changes should drive downstream employee alignment before a regional restructuring review. In the web-based UI, a manager updates a position’s department assignment and saves successfully, but the incumbent employee record does not reflect the expected downstream change during validation. Other position updates, such as title corrections, appear normally.
The customer wants the consultant to correct the behavior without introducing manual follow-up steps for HR administrators, because the same operating model will be used across multiple regions. The project lead also wants to avoid broad redesign of working position processes this late in testing.
What is the best action to take first?
Response:

A. Review the configuration and propagation dependency between the position change and employee update behavior, then correct the specific mapping or rule that governs department alignment.
B. Give managers additional edit access to employee records so they can correct downstream data directly after saving a position change.
C. Ask HR administrators to manually adjust employee department values after each position update until the restructuring review is complete.
D. Recreate the affected positions with new identifiers so the employee records can inherit the correct department values from newly built objects.

Answer: A

Explanation:
Feedback:
The symptom is selective: the position update saves, and some downstream behavior works, but department alignment does not. That means the position object itself is active and the general process is functioning. The likely upstream issue is the specific dependency that governs how department-related changes propagate from the position to the incumbent employee. Correcting that mapping or rule targets the root cause while preserving the existing operating model.

NEW QUESTION # 42
CHALLENGE 3 — Regional Manager Access for Claims Boundaries A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

A. Whether HR operations can review the surge-team position instead of the regional manager during SIT.
B. Whether the permission role, target population, and regional responsibility assignment align for both assigned and unassigned records.
C. Whether the regional manager should be given access to all records until the surge-team position list is corrected.
D. Whether the employee creation import should be reloaded before any access testing continues.

Answer: B

NEW QUESTION # 43
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