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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q74-Q79):

NEW QUESTION # 74
<strong>CHALLENGE 2 — Claims Surge Position Context Across Regions</strong> Temporary claims surge positions are available during assignment, but some assigned surge-team employees show regional context that does not match the shared surge staffing model. Standard claims position assignments behave as expected.
Which validation action best distinguishes surge-team position behavior from a general employee creation concern?
Response:

A. Remove regional context from surge-team positions so assignment can be completed without regional validation.
B. Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.
C. Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.
D. Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.

Answer: C

Explanation:
Feedback:
This action tests whether surge-team position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared staffing model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 75
A consultant is testing a new hiring transaction in SAP SuccessFactors Employee Central Core and Position Management in a public cloud tenant. During validation, the transaction stops at save with a message that the selected legal entity cannot be used with the chosen business unit and location combination.
The customer recently loaded updated corporate data through an administrative import and wants the issue fixed before user acceptance testing starts. The same location worked in an older test case last week. The project lead wants the smallest change that restores valid hiring behavior without weakening the customer’s organizational data controls or creating duplicate foundation records.
Which action should the consultant take first?
Response:

A. Grant broader transaction permissions to the recruiting users because save errors often result from role restrictions.
B. Review the imported foundation object relationships and correct the affected legal entity, business unit, and location associations before retesting the transaction.
C. Remove the business unit field from the hiring transaction so the save validation no longer checks the corporate structure.
D. Create a duplicate location record for the legal entity so the hiring transaction can bypass the invalid combination.

Answer: B

Explanation:
Feedback:
The observable artifact is a save-time validation failure tied to organizational combinations. In Employee Central, hiring transactions depend on valid relationships among foundation objects. Because the issue appeared after a corporate data import and the same location previously worked, the most likely root cause is a changed or broken association in the imported foundation data. Correcting those relationships addresses the upstream dependency while preserving controlled organizational design.

NEW QUESTION # 76
<strong>CHALLENGE 2 — Department Position Control for Manager Updates</strong> Position-update transactions are inconsistent only when the department context differs from the manager responsibility assignment prepared earlier. One update works, while another comparable update remains pending with HR shared services.
What is the most appropriate validation checkpoint?
Response:

A. Confirm that HR shared services users can approve the position update if the department manager does not receive it.
B. Confirm that all managers can see the same list of position updates across the full network.
C. Confirm that the position update form contains all mandatory fields before submission.
D. Confirm that the position record, department context, and assigned manager responsibility align for the affected transaction.

Answer: D

Explanation:
Feedback:
The scenario points to a dependency between position context and manager responsibility. Validating that alignment directly tests why one comparable update routes as expected while another does not.

NEW QUESTION # 77
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a temporary position suspension process before a quarterly workforce review. In the web-based UI, HR specialists can set selected positions to a suspended status and save successfully. The new status is visible on the position record, but for a subset of suspended positions the expected restriction on downstream assignment actions does not apply, and users can still initiate follow-on staffing activity.
Earlier positions in the tenant behave correctly. The customer confirms the affected positions were all created under a newly introduced position group used for seasonal roles and wants to keep that design because planning reports depend on it. The consultant must correct the issue without requiring manual monitoring of every suspended position.
What is the best first action?
Response:

A. Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.
B. Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.
C. Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.
D. Recreate the affected positions under an older position group so the existing suspension behavior applies again.

Answer: C

Explanation:
Feedback:
The status update itself saves and is visible, so the initial position action is functioning. The breakdown appears in the next layer, where suspension should restrict downstream staffing behavior. Because only the newly introduced position group is affected, the most likely cause is a group-specific lifecycle dependency controlling enforcement after save. Correcting that configuration restores the intended control without abandoning the new reporting design.

NEW QUESTION # 78
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-primary-role process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee segment the expected post-save update to the employee’s regular shift indicator does not occur. The same action updates that indicator correctly for existing segments.
HR operations wants to keep one standardized return process across the tenant and does not want to maintain the shift indicator manually after each approved request. The issue began after the new segment was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process into segment-specific variants.
What should the consultant investigate first?
Response:

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

Answer: B

Explanation:
Feedback:
The action itself saves and completes, so the main transaction path is functioning. The failure is limited to one newly enabled employee category and affects only a post-save employee-data outcome. That points to a category-specific derivation or transaction dependency rather than a general execution problem. Correcting that setup restores the intended automated update while preserving a single standardized process.

NEW QUESTION # 79
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