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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: 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
Topic 2: Position Management	- Position Control Settings 1. Position Management Enablement 2. Integration with Employee Central - Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping
Topic 3: Security and Permissions	- Role-Based Permissions 1. Permission Groups and Roles 2. Field-Level Security
Topic 4: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Topic 5: Employee Central Core	- Data Models 1. Succession Data Model Overview 2. HRIS Elements Configuration - Foundation Objects 1. Legal Entity and Organizational Structures 2. Generic Objects (MDF basics)
Topic 6: Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q88-Q93):

NEW QUESTION # 88
A consultant is validating a manager-led internal 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 onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

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

Answer: B

Explanation:
Feedback:
The problem is not that locations are missing; the available set is too broad. Because only one newly onboarded structure is affected, the most likely root cause is a misaligned relationship in foundation data controlling which locations should appear after company and legal entity are selected. Correcting that association restores controlled selection without changing the business process.

NEW QUESTION # 89
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A. Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.
B. Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
C. Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
D. Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.

Answer: A

Explanation:
Feedback:
The observable artifact is a missing default value for only one newly enabled country, while the field itself is present and the hire flow remains active. That points to a country-specific setup dependency rather than a broad permission issue or missing field design. Correcting the configuration that drives defaulting during hire creation resolves the upstream cause and preserves the standardized hiring process.

NEW QUESTION # 90
<strong>CHALLENGE 3 — Plant Manager Access for Workforce Boundaries</strong> A plant manager can access employees in one assigned production department but cannot view an engineering position that belongs to their workforce responsibility. Another unassigned production position appears in their review list.
What should the consultant validate first?
Response:

A. Whether corporate HR can review the engineering position instead of the plant manager during hypercare.
B. Whether the plant manager should be given access to all records until the engineering position list is corrected.
C. Whether the transfer import file should be reloaded before any access testing continues.
D. Whether the permission role, target population, and plant responsibility assignment align for both assigned and unassigned records.

Answer: D

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 live access boundary model.

NEW QUESTION # 91
A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches 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 branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A. Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
B. Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
C. Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
D. Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

Answer: A

Explanation:
Feedback:
The position update itself succeeds and the review-ready state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates employee review eligibility. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

NEW QUESTION # 92
A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches 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 branch introduced 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. Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
B. Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
C. Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
D. Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.

Answer: D

Explanation:
Feedback:
The position update itself succeeds and the new readiness state is stored. The failure occurs only in the downstream employee-side update and only for the newly introduced branch. That indicates a second-order integration dependency between branch-specific setup and the propagation logic that updates the planning indicator. Correcting that dependency restores intended end-to-end behavior while preserving the position-driven operating model.

NEW QUESTION # 93
......

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