SAP C_THR81 Questions and Start Preparation Today [2026]

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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Job structure 2. Company structure - Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects
Topic 2: Reporting and Integration	- Integration concepts 1. Integration with SAP systems 2. API and data integration basics - Reporting tools in SuccessFactors 1. Standard reports 2. Ad hoc reporting
Topic 3: Employee Data Management	- Employee lifecycle events 1. Hire, rehire, termination processes 2. Job and compensation changes - Data maintenance 1. Workflow and approvals 2. Personal and employment data
Topic 4: Organizational Management	- Organizational structure setup 1. Business units and divisions 2. Departments and locations
Topic 5: Position Management	- Position management setup 1. Position hierarchies 2. Position object configuration - Integration with Employee Central 1. Position-to-employee mapping 2. Business rules for position management

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2026 100% Free C_THR81 –Authoritative 100% Free Exam Objectives Pdf | SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Test King

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q193-Q198):

NEW QUESTION # 193
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.

Answer: A

Explanation:
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.

NEW QUESTION # 194
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-home-department process in the web-based UI before a pilot launch. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee population the expected post-save update to the employee’s standard work location does not occur. The same process updates the location correctly for established populations.
HR operations wants one consistent return process across the tenant and does not want to maintain the location manually after each case. The issue started after the new population was added during the latest configuration cycle. The consultant must correct the behavior without splitting the process into population-specific variants.
What should the consultant investigate first?
Response:

A. Ask HR operations to update the standard work location manually for the new population until the pilot is complete.
B. Give managers direct edit access to the standard work location field so they can complete the missing update during the return transaction.
C. Reclassify affected employees temporarily into an older population so the existing return process can be reused without further setup changes.
D. Review the post-save derivation or action configuration for the new population, then correct the dependency controlling the standard work location update.

Answer: D

Explanation:
Feedback:
The transaction itself saves successfully, so the primary action path is functioning. The defect appears only for one newly enabled employee population and only in the post-save employee-data outcome. That points to a population-specific derivation or action dependency rather than a broad transaction failure. Correcting that dependency restores the intended automated behavior while preserving a single standardized process.

NEW QUESTION # 195
<strong>CHALLENGE 1 — Campus Reference Alignment for Employee Creation</strong> 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. Give operations managers access to all facilities records so they can manually review and correct service unit associations.
B. Compare affected records against active campus, department, and service unit values, then correct only records with confirmed dependency impact.
C. Continue formal validation because the employee records save successfully and the associations can be reviewed after the planning meeting.
D. Rework all campus, department, employee, and position records because any post-setup service unit correction invalidates the wave plan.

Answer: B

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 # 196
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A. Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
B. Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
C. Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
D. Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.

Answer: A

Explanation:
Feedback:
The locations already exist, and the issue is limited to one region after a recent corporate data update. That makes a relationship or association problem in foundation data the most likely root cause. Correcting the relevant organizational associations restores valid selection behavior while keeping locations restricted to the intended combinations.

NEW QUESTION # 197
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. Create separate workflows for each combination of compensation and organizational change so the missing second step can be controlled manually.
B. 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.
C. Instruct managers to split combined changes into multiple transactions so the second-step condition is easier to trigger.
D. Add the second approver group directly to the first step so all relevant requests receive two approvals in the same stage.

Answer: B

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 # 198
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