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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: 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 2: Security and Permissions	- Role-Based Permissions 1. Field-Level Security 2. Permission Groups and Roles
Topic 3: Reporting and Integration	- Integration Basics 1. Employee Central APIs Overview 2. Data Replication Concepts - Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview
Topic 4: Business Configuration	- Configuration Tools 1. Manage Business Configuration (BCUI) 2. Employee Central Settings
Topic 5: Position Management	- Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping - Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement
Topic 6: Employee Data Management	- Employment Information 1. Job Information and Compensation Information 2. Personal and Employment Records

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q22-Q27):

NEW QUESTION # 22
In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A. Give staffing users broader search access so newly approved positions appear regardless of process status.
B. Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
C. Recreate all positions from the newer configuration set using the same method as the earlier working positions.
D. Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.

Answer: D

Explanation:
Feedback:
The positions reach approved status, so the initial approval path is functioning. The failure appears in the next process step and only affects positions built from the newer configuration set. That points to a dependency between position status and downstream staffing readiness that is misconfigured for those newer records. Investigating and correcting that dependency resolves the root cause while preserving the intended position-driven operating model.

NEW QUESTION # 23
A consultant is validating a newly enabled cross-border transfer setup in SAP SuccessFactors Employee Central before a pilot rollout. In the public cloud web-based UI, managers can start the transfer and enter most required information. However, for one new country pair the assignment details section opens with the expected fields, but one required field group stays hidden after the page refresh even though it was visible at the start of testing.
Other country combinations keep that section visible throughout the action. The customer confirms that the group must remain visible because later approval routing depends on those values. They do not want a separate transfer variant or a manual correction step after submission. The issue started after recent country-specific setup adjustments were introduced into the tenant.
What should the consultant investigate first?
Response:

A. Ask managers to finish the transfer without that field group and let HR operations fill it in after approval for the affected country pair.
B. Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.
C. Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.
D. Review the country-specific transfer setup controlling section visibility, then correct the dependency that hides the required field group after refresh for the new country pair.

Answer: D

Explanation:
Feedback:
The field group appears initially, so the section exists in the design. The problem is that it becomes hidden only for one new country combination after refresh, which indicates a country-specific setup dependency controlling visibility during the transfer sequence. Correcting that setup addresses the root cause while preserving the standard process.

NEW QUESTION # 24
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. Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
B. Retest representative surge-team assignments across affected regional contexts and compare review outcomes.
C. Close surge-team validation because one corrected assignment now reviews correctly.
D. Apply the same position-reference correction to every surge-team position and assume all manager views will align.

Answer: B

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 # 25
CHALLENGE 2 — Claims Surge Position Context Across Regions 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. Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.
B. Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.
C. Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.
D. Remove regional context from surge-team positions so assignment can be completed without regional validation.

Answer: B

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 # 26
CHALLENGE 4 — Position Change Routing for Campus Review After a targeted correction to facilities position context, one position change routes to the expected operations manager. Another comparable facilities change still remains with HR administration.
Which next step best avoids a partial-fix trap?
Response:

A. Remove HR administration visibility from pending workflow requests so campus review becomes the only visible path.
B. Close workflow validation because at least one corrected facilities change reached the expected reviewer.
C. Retest representative position-change transactions across affected facilities contexts and compare reviewer outcomes.
D. Apply the same position-context correction to every facilities record and assume routing will align after refresh.

Answer: C

Explanation:
Feedback:
One successful request does not prove that the correction works across comparable facilities contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

NEW QUESTION # 27
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