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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information
Topic 2: Reporting and Integration	- Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview - Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts
Topic 3: Security and Permissions	- Role-Based Permissions 1. Field-Level Security 2. Permission Groups and Roles
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. Generic Objects (MDF basics) 2. Legal Entity and Organizational Structures
Topic 6: Position Management	- Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping - Position Control Settings 1. Position Management Enablement 2. Integration with Employee Central

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q68-Q73):

NEW QUESTION # 68
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A. Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
B. Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
C. Create duplicate business unit records for the region so the rehire process can continue without changing current associations.
D. Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.

Answer: B

Explanation:
Feedback:
The business units already exist, and the issue appears only after recent organizational maintenance for one region. That points to a foundation data relationship problem rather than a missing object or transaction defect. Correcting the approved organizational associations addresses the upstream cause and preserves controlled availability in the rehire process.

NEW QUESTION # 69
A consultant is supporting a scheduled administrative update to position attributes in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. The import file is accepted, but a subset of rows fails because the records reference position codes that already exist with different effective timing than expected by the update plan.
The customer needs the changes loaded before a workforce review, but they do not want the consultant to overwrite valid historical information or remove existing timeline control from the position records. The failed rows are all related to changes that should begin next period rather than immediately. The consultant must choose a correction that preserves data history and future processing accuracy.
Which action should the consultant take first?
Response:

A. Remove future-dated timing information from the file and load all changes as immediate updates to ensure the workforce review uses current values.
B. Review the effective timing used in the import data and align the failed position updates with the correct future-dated record handling before reprocessing the affected rows.
C. Split the file by region and rerun it under a higher-access administrative account so the existing position codes can be updated more forcefully.
D. Delete the current position records for the failed rows so the import can recreate them cleanly with the new values.

Answer: B

Explanation:
Feedback:
The failure is tied to existing position codes with different effective timing, not to missing records or lack of access. Since the business explicitly wants to preserve history and the changes are intended for the next period, the consultant should correct the effective timing treatment in the import data and reprocess the affected rows accordingly. This resolves the issue while protecting timeline integrity.

NEW QUESTION # 70
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A. Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.
B. Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
C. Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
D. Export the affected positions, assign them new identifiers, and reload them under a different position type.

Answer: B

Explanation:
Feedback:
The key artifact is a state mismatch: approval is complete, yet downstream staffing availability does not follow. Because only positions in the new parent structure are affected, the likely second-order cause is not the approval itself but the binding between hierarchy setup and the next process step. Correcting that dependency repairs the upstream cause without abandoning the position-driven design.

NEW QUESTION # 71
<strong>CHALLENGE 4 — Employee Data Workflow for Compliance Review</strong> A branch employee data change routes to the expected compliance reviewer, but a comparable insurance employee data change remains with corporate HR administrators. The same compliance reviewer can approve other changes in assigned branch contexts.
What should be validated before changing workflow configuration?
Response:

A. Whether every compliance reviewer should be added to all employee data workflows during remediation.
B. Whether the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.
C. Whether corporate HR can approve all employee changes until the regulated workforce review begins.
D. Whether workflow notification text explains that insurance requests may remain with corporate HR.

Answer: B

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

NEW QUESTION # 72
A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A. Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.
B. Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
C. Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
D. Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.

Answer: B

Explanation:
Feedback:
The warning pattern is selective and linked to employees with approved future changes in the same period. That indicates a timeline and lifecycle dependency rather than a broad import defect or lack of access. Adjusting the import handling so the current correction coexists with the approved future sequence preserves validated workflow outcomes and supports a repeatable monthly process.

NEW QUESTION # 73
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