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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Data Management & Transactions	- Hire, rehire, termination and transfer processes - Event reasons and business rules automation - Concurrent employment and global assignments - Import/export tools and validation
Topic 2: Position Management	- Mass changes and data import/export - Company Structure Overview - Integration between Position and Job Information - Position object setup and hierarchy
Topic 3: Employee Central Core Configuration	- Corporate and Country-Specific Data Models - Foundation Objects and organizational structure - Workflow configuration and approvals - Person, Employment and Job Information objects
Topic 4: Platform Foundations & Permissions	- Metadata Framework (MDF) and picklists - Business Rules Engine and event derivation - Role-Based Permissions (RBP) configuration - Admin Center and system navigation

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C_THR81試験の準備方法｜最高のC_THR81無料模擬試験試験｜認定するSAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)日本語版復習資料

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) 認定 C_THR81 試験問題 (Q164-Q169):

質問 # 164
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where a position status change should update downstream employee planning readiness before a workforce review. In the web-based UI, HR specialists change several positions to a reserved state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy segment the linked employee planning readiness flag does not update during validation.
Other hierarchy segments 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 segment added 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. Review the dependency between the new hierarchy segment and downstream readiness propagation, then correct the configuration or binding controlling the linked employee update.
B. Recreate the affected positions under an older hierarchy segment so the downstream update behavior matches earlier records.
C. Ask HR specialists to update the employee planning readiness flag manually for the new hierarchy segment until validation is complete.
D. Give planners broader edit access to the employee planning readiness field so they can correct the missing updates directly after each position save.

正解：A

解説：
Feedback:
The position update itself works and the new reserved state is stored. The breakdown occurs only in the downstream employee-side update and only for the new hierarchy segment. That indicates a second-order integration dependency between segment-specific setup and downstream propagation logic. Correcting that dependency restores the intended end-to-end behavior while preserving the position-driven model.

質問 # 165
<strong>CHALLENGE 2 — Warehouse Position Context for Shift Lead Assignments</strong> Warehouse shift-lead positions are available during employee assignment, but some assigned employees show a district context that does not match the warehouse staffing model. Store associate assignments behave as expected.
Which validation action best distinguishes position-context behavior from a general employee import concern?
Response:

A. Test representative warehouse position assignments and manager-facing review results against the intended warehouse location and district context.
B. Remove district context from warehouse positions so that assignment can be completed without district validation.
C. Convert the affected warehouse positions into store positions so they follow the working store associate pattern.
D. Ask HR operations to complete all warehouse assignments centrally until final manager testing is complete.

正解：A

解説：
Feedback:
This action tests whether warehouse position context drives the inconsistent review behavior. It compares assignment and review outcomes for the specific staffing model rather than treating the issue as a generic import problem.

質問 # 166
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee organizational corrections before a monthly reconciliation cycle. The file runs in the web-based environment and reports successful completion, but several rows are processed with warnings and leave the target values unchanged. The affected employees all have pending future organizational moves already recorded for a later effective date. Other employees in the same file update correctly.
The customer wants the current corrections loaded without deleting or changing the approved future moves, and they do not want a separate manual exception process each month. The consultant must choose an action that preserves timeline integrity and keeps the administrative load repeatable.
What is the best next step?
Response:

A. Adjust the import handling for employees with future-dated organizational moves so the current correction can coexist with the existing approved timeline.
B. Delete the pending future organizational moves for the affected employees, then rerun the warning rows so the current corrections can load cleanly.
C. Route the warning rows to HR administrators for manual correction each month and keep those employees out of future import files.
D. Retry the warning rows under a higher-access role so the import can override the future organizational state for the current cycle.

正解：A

解説：
Feedback:
The warning pattern is selective and tied to employees with already approved future-dated moves. That indicates a timeline dependency, not a broad import defect. The correct action is to align the current correction with the existing approved future record sequence so both can coexist. This preserves timeline integrity and supports repeatable monthly administration.

質問 # 167
<strong>CHALLENGE 3 — Operations Manager Access for Campus Boundaries</strong> 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 employee creation import should be reloaded before any access testing continues.
C. Whether the permission role, target population, and campus responsibility assignment align for both assigned and unassigned records.
D. Whether the operations manager should be given access to all records until the facilities position list is corrected.

正解：C

解説：
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.

質問 # 168
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. Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.
B. Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.
C. Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.
D. Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.

正解：D

解説：
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.

質問 # 169
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C_THR81認定試験について、あなたはどうやって思っているのですか。非常に人気があるSAPの認定試験の一つとして、この試験も大切です。しかし、試験の準備をよりよくできるために試験参考書を探しているときに、優秀な参考資料を見つけるのはたいへん難しいことがわかります。では、どうしたらいいでしょうか。大丈夫ですよ。Jpshikenはあなたの望みを察して、受験生の皆さんの要望にこたえるために、一番良い試験C_THR81問題集を提供してあげます。

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