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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q80-Q85):

NEW QUESTION # 80
A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A. Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.
B. Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.
C. Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.
D. Create a separate workflow for the new service population so the governance review step is always included for those requests.

Answer: B

Explanation:
Feedback:
The workflow engine is functioning because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a routing-rule or rule-precedence problem rather than missing workflow activation. Correcting that logic addresses the root cause and preserves the shared workflow structure.

NEW QUESTION # 81
<strong>CHALLENGE 2 — Position Assignment Visibility Across Regional Teams</strong> The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Delay all testing until every employee and position record across the full company is reloaded and reviewed.
B. Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
C. Allow managers to view all positions during testing, then restore regional filtering before production preparation.
D. Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.

Answer: D

Explanation:
Feedback:
This option preserves governance boundaries while still allowing controlled progress through representative validation. It recognizes that schedule pressure cannot justify bypassing manager-facing visibility behavior that is central to the rollout.

NEW QUESTION # 82
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reactivation process before a controlled staffing restart. In the web-based UI, HR specialists can change selected positions from inactive to active and save successfully. The active status is visible on the position record, but for a subset of reactivated positions the expected availability for downstream nomination activity does not return, and planners still cannot use them in the next preparation step.
Older reactivated positions behave correctly. The customer confirms the affected records belong to a newly introduced position class used for temporary expansion roles and wants to keep that class because planning reports depend on it. The consultant must restore correct lifecycle behavior without requiring planners to track usable positions manually.
What is the best first action?
Response:

A. Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.
B. Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.
C. Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.
D. Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.

Answer: A

Explanation:
Feedback:
The reactivation save succeeds and the status changes on the position record, so the core lifecycle action is functioning. The failure appears in the next dependency layer, where reactivated positions should become available for downstream use. Because only the newly introduced position class is affected, the most likely root cause is a class-specific configuration dependency controlling post-reactivation availability. Correcting that dependency restores the intended lifecycle behavior without changing the design.

NEW QUESTION # 83
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-end corrections before a monthly HR control check. The file processes successfully for most employees, but several rows complete with warnings and leave the affected records unchanged. All warning rows belong to employees who already have approved future workflow requests for employment-status adjustments in the same effective period.
The customer wants the probation-end corrections preserved without deleting the already approved future requests, because those requests are part of an approved workforce plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

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

Answer: C

Explanation:
Feedback:
The warning pattern is selective and tied to employees with approved future changes in the same time period. That indicates an effective-dating and lifecycle-governance dependency rather than a general import defect. Adjusting the import handling so the current correction coexists with the approved future timeline resolves the true cause while preserving validated future actions and keeping the process repeatable.

NEW QUESTION # 84
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process in the web-based UI before a quarterly compliance review. HR operations users can search employee records, open the correction screen, and enter updates for all approved populations. For one restricted expatriate population, the review page shows the proposed changes, but when users confirm, the transaction closes with no update and an access-scope message is recorded.
HR administrators can complete the same correction without issue. The customer wants the approved operations team to handle this expatriate population only for the defined compliance process, without granting broad administrator access or weakening the special protection boundary around those records. The solution must remain repeatable for future review cycles.
What is the best corrective action?
Response:

A. Review the operations role permissions and target-population scope for the final correction step, then adjust only the authorized execution scope needed for that expatriate population.
B. Ask HR administrators to keep processing the expatriate population while operations users continue with all other populations.
C. Temporarily move the expatriate population into the general operations scope during each quarterly review and restore the restriction afterward.
D. Copy the HR administrator permissions to the operations role during each compliance cycle so the final confirmation can complete for the expatriate population.

Answer: A

Explanation:
Feedback:
The users can search, open, edit, and review the records, so the general process path is already available. The failure happens only at the final execution layer for one protected population, which indicates a permission-scope or target-population dependency rather than a total access failure. Adjusting only the approved final-step scope preserves governance and restores the recurring controlled process.

NEW QUESTION # 85
......

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