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SAP C_THR81 Exam Syllabus Topics:

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

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SAP C_THR81 Study Guides & Exam C_THR81 Papers

The SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) (C_THR81) practice questions (desktop and web-based) are customizable, meaning users can set the questions and time according to their needs to improve their discipline and feel the real-based exam scenario to pass the SAP C_THR81 Certification. Customizable mock tests comprehensively and accurately represent the actual SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) (C_THR81) certification exam scenario.

SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q139-Q144):

NEW QUESTION # 139
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-group corrections before a monthly governance review. The file processes correctly for most employees, but several rows complete with warnings and leave the target records unchanged. All warning rows belong to employees who already have approved future workflow requests for temporary work-status changes in the same effective period.
The customer wants the probation-group corrections preserved without deleting the approved future requests, because those requests have already been validated as part of the operating plan. They also do not want a recurring manual exception process for employees who have future approved actions. The consultant must restore a repeatable administrative load while respecting lifecycle control in the web-based environment.
What is the best next step?
Response:

A. Exclude employees with approved future workflow requests from all future probation-group imports and require HR administrators to maintain those cases manually.
B. Adjust the import handling for employees with overlapping approved future changes so the probation-group correction fits into the effective-dated timeline without replacing later records.
C. Retry the warning rows with a broader administrative role so the import can override the approved future state during this monthly cycle.
D. Delete the approved future temporary work-status workflow requests, then rerun the warning rows so the probation-group corrections can load without conflict.

Answer: B

Explanation:
Feedback:
The warning pattern is selective and tied to employees with already approved future changes in the same period. That indicates an effective-dating and lifecycle dependency rather than a broad import failure or missing access. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the real cause while preserving validated future actions and keeping the monthly process reusable.

NEW QUESTION # 140
CHALLENGE 1 — Campus Reference Alignment for Employee Creation During rollout planning, most employee records can be created successfully, but selected facilities supervisor records show a service unit association that does not match the expected campus context. Several service unit values were corrected after initial department setup.
Which action best supports a controlled planning decision?
Response:

A. Compare affected records against active campus, department, and service unit values, then correct only records with confirmed dependency impact.
B. Give operations managers access to all facilities records so they can manually review and correct service unit associations.
C. Rework all campus, department, employee, and position records because any post-setup service unit correction invalidates the wave plan.
D. Continue formal validation because the employee records save successfully and the associations can be reviewed after the planning meeting.

Answer: A

Explanation:
Feedback:
This option validates the dependency between corrected service unit values and affected employee records before deciding correction scope. It supports rollout planning without assuming the entire wave setup is invalid.

NEW QUESTION # 141
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-submitted temporary role changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the request skips the policy-review step whenever the transaction includes both a temporary end date and a position-linked reporting change.
Similar requests for existing populations still include the policy review as designed. The customer wants to keep the shared workflow framework because separate regional workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without changing the underlying business process design.
What is the best corrective action?
Response:

A. Ask managers in the new regional population to submit these cases through HR administrators until the routing design is simplified later.
B. Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date and position-linked reporting change.
C. Add the policy reviewer directly to the final approval step so affected requests still receive additional oversight before completion.
D. Create a separate regional workflow so requests from the new population always include the policy-review step.

Answer: B

Explanation:
Feedback:
The workflow framework is active because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which points to a conditional rule-precedence issue rather than a missing workflow setup. Correcting that logic addresses the upstream cause while preserving a shared, maintainable workflow design.

NEW QUESTION # 142
CHALLENGE 4 — Employee Change Workflow for Department Review After a targeted update to responsibility assignments, one employee change request routes correctly to the department reviewer. A second request for a similar department still remains with HR shared services.
Which next step best avoids a partial-fix trap?
Response:

A. Apply the same responsibility update to every department and assume the remaining request will route correctly after refresh.
B. Close workflow validation because at least one corrected request reached the expected department reviewer.
C. Remove HR shared-services visibility from all pending workflow requests so that department review becomes mandatory.
D. Retest representative employee changes across affected departments and compare routing results against the expected reviewer model.

Answer: D

Explanation:
Feedback:
One successful request does not prove that the responsibility update resolves comparable routing behavior. Representative retesting across affected departments confirms whether the correction is consistent or only partial.

NEW QUESTION # 143
CHALLENGE 4 — Position Change Routing for Terminal Review After a targeted correction to maintenance position context, one position change routes to the expected terminal manager. Another comparable maintenance change still remains with HR data administration.
Which next step best avoids a partial-fix trap?
Response:

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

Answer: B

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

NEW QUESTION # 144
......

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