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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Position Management	- Company Structure Overview - Position object setup and hierarchy - Integration between Position and Job Information - Mass changes and data import/export
Platform Foundations & Permissions	- Role-Based Permissions (RBP) configuration - Admin Center and system navigation - Metadata Framework (MDF) and picklists - Business Rules Engine and event derivation
Data Management & Transactions	- Import/export tools and validation - Hire, rehire, termination and transfer processes - Concurrent employment and global assignments - Event reasons and business rules automation
Employee Central Core Configuration	- Person, Employment and Job Information objects - Foundation Objects and organizational structure - Workflow configuration and approvals - Corporate and Country-Specific Data Models

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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 supporting a scheduled import of future-dated employee supervisor adjustments in a public cloud SAP SuccessFactors Employee Central tenant before a monthly validation cycle. The file processes correctly for most rows, but a subset completes with warnings and leaves the affected employees unchanged. Those employees already have approved future workflow requests for organizational reassignment in the same effective period.
The customer wants the supervisor adjustment preserved without deleting the approved reassignment requests, because those requests were already validated by regional HR. They also do not want a permanent manual exception path for employees who have approved future changes. The consultant must keep the administrative load repeatable and governance-aligned.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
B. Adjust the import handling for employees with overlapping approved future changes so the supervisor adjustment fits into the effective-dated timeline without replacing later records.
C. Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.
D. Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.

Answer: B

Explanation:
Feedback:
The warnings are selective and tied to employees with already approved future changes in the same effective period. That indicates a lifecycle and effective-dating dependency rather than a broad import defect. Adjusting the import handling so the current correction coexists with the approved timeline preserves validated workflow outcomes and supports a repeatable monthly process.

NEW QUESTION # 81
CHALLENGE 3 — Operations Manager Access for Campus Boundaries Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A. Restrict operations managers from all facilities positions until academic department validation is fully complete.
B. Grant cross-campus access temporarily and rely on post-planning review to identify any inappropriate record visibility.
C. Keep current access unchanged and classify all blocked planning items as evidence that the campus model is secure.
D. Validate assigned-scope access and target populations with representative operations managers before considering any limited exception.

Answer: D

Explanation:
Feedback:
This approach supports valid planning participation while preserving campus-level boundary evidence. It evaluates the intended access model before deciding whether any limited exception is justified.

NEW QUESTION # 82
A consultant is testing a workflow for manager-submitted temporary reporting-line 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 operational population, requests that include both a temporary end date and a position-linked approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A. Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.
B. Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
C. Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.
D. Create a separate workflow for the new operational population so the intermediate review 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 conditional routing or rule-precedence issue rather than missing workflow activation. Correcting that logic addresses the root cause while preserving the shared workflow structure.

NEW QUESTION # 83
CHALLENGE 4 — Position Change Routing for Campus Review An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that facilities requests may remain with HR administration.
B. Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
C. Whether every operations manager should be added to all position-change workflows during rollout planning.
D. Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.

Answer: D

Explanation:
Feedback:
The operations manager can approve other changes, so the workflow configuration may not be broadly incorrect. The affected facilities change should be traced through employee context, position assignment, and campus responsibility before workflow rules are adjusted.

NEW QUESTION # 84
CHALLENGE 2 — Claims Surge Position Context Across Regions The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A. Close surge-team validation because one corrected assignment now reviews correctly.
B. Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
C. Retest representative surge-team assignments across affected regional contexts and compare review outcomes.
D. Apply the same position-reference correction to every surge-team position and assume all manager views will align.

Answer: C

Explanation:
Feedback:
One successful correction does not prove the pattern is stable across comparable surge-team contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 85
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