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SAP C_THR81 Exam Syllabus Topics:

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

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q144-Q149):

NEW QUESTION # 144
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new global assignment hire variant in the web-based UI before a controlled pilot. Recruiters can launch the hire process and enter personal data, but when they reach the employment segment, one required field group is visible yet collapses after save and does not retain the entered values for one newly enabled country only.
Other countries in the same tenant retain the values correctly. The customer confirms the field group must remain part of the standard hire design because later approvals depend on it. They do not want a country-specific manual workaround or a separate hiring process. The issue appeared after the latest country setup and localization-related configuration activities were introduced.
What is the best first action?
Response:

A. Review the country-specific configuration controlling the persistence and behavior of that employment field group, then correct the setup dependency for the newly enabled country.
B. Grant recruiters broader maintenance permissions so the entered values are treated as direct updates instead of hire-step values.
C. Export recent hires from the new country and reload them so the field group behavior refreshes before the pilot begins.
D. Ask recruiters to complete the hire without the field group and let HR administrators re-enter the missing values after approval.

Answer: A

Explanation:
Feedback:
The observable artifact is not missing access or a hidden section. The field group appears, accepts entry, then fails to retain values only for one newly enabled country. That points to a country-specific setup dependency affecting how the hire step persists entered data. Reviewing and correcting that configuration addresses the upstream cause while preserving the standard global assignment hire design.

NEW QUESTION # 145
CHALLENGE 4 — Position Change Routing for Regional Review A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A. It is less appropriate because workflow routing should always be completed by HR operations in SIT.
B. It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.
C. It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
D. It prevents HR operations from creating employee records for underwriting support employees.

Answer: C

Explanation:
Feedback:
The scenario indicates that routing works for some comparable cases, so a universal workflow change may address the symptom without validating the source context. The consultant should confirm the dependency before changing workflow behavior.

NEW QUESTION # 146
CHALLENGE 1 — District Reference Alignment for Repair Lead Records During UAT, most employee records can be created successfully, but selected mobile repair lead records show a facility association that does not match the expected district context. Several field service zone values were updated after the early configuration cycle.
Which action best supports a controlled UAT decision?
Response:

A. Rework all district, facility, employee, and position records because any post-configuration field service zone update invalidates the UAT cycle.
B. Give district managers access to all mobile repair records so they can manually review and correct facility associations.
C. Continue broader validation because the employee records save successfully and the associations can be reviewed after the next test cycle starts.
D. Compare affected records against active district, facility, and field service zone values, then correct only records with confirmed dependency impact.

Answer: D

Explanation:
Feedback:
This option validates the dependency between updated field service zone values and affected employee records before deciding correction scope. It supports UAT readiness without assuming the entire configuration population is invalid.

NEW QUESTION # 147
CHALLENGE 4 — Position Change Routing for Resort Review A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A. Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.
B. Whether HR coordination can approve all position changes centrally until seasonal validation begins.
C. Whether every resort operations manager should be added to all position-change workflows during remediation.
D. Whether the workflow notification text tells users that banquet requests may remain with HR coordination.

Answer: A

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

NEW QUESTION # 148
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries Corporate HR proposes a temporary role that lets compliance managers view all insurance division records while keeping branch records restricted by legal entity. The proposal would clear pending regulated review items quickly.
Which concern should drive the consultant’s recommendation?
Response:

A. The proposal proves that existing branch permissions are correct because only insurance records require expansion.
B. The proposal is unacceptable because compliance managers should never validate employee or position records.
C. The proposal should be accepted because insurance records are regulated and therefore do not require access-boundary evidence.
D. The proposal may preserve some branch restrictions but still obscure whether insurance target populations follow the intended compliance responsibility model.

Answer: D

Explanation:
Feedback:
The proposed change improves throughput but can still mask whether insurance access boundaries work as designed. The consultant should evaluate assigned-scope access before accepting even a limited exception.

NEW QUESTION # 149
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