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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Position Management	- Position management setup 1. Position object configuration 2. Position hierarchies - Integration with Employee Central 1. Business rules for position management 2. Position-to-employee mapping
Topic 2: Employee Data Management	- Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes - Data maintenance 1. Workflow and approvals 2. Personal and employment data
Topic 3: Reporting and Integration	- Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports - Integration concepts 1. API and data integration basics 2. Integration with SAP systems
Topic 4: Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions
Topic 5: SAP SuccessFactors Employee Central Overview	- Employee Central configuration basics 1. Job structure 2. Company structure - Core HR foundation concepts 1. Employee Central data model basics 2. Foundation objects

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q143-Q148):

NEW QUESTION # 143
A consultant is validating a new-country transfer setup in SAP SuccessFactors Employee Central before a phased rollout. In the public cloud web-based UI, managers can launch the transfer action and complete employee selection, but when they open the employment details section, one required field group is shown in the correct place yet remains non-editable for the new country only.
Other countries allow the same field group to be updated during transfer. The customer confirms that the field group must stay editable because later approval routing depends on the values entered there. They do not want a country-specific manual correction step or a separate transfer design. The issue began after the latest country setup changes were introduced.
What should the consultant investigate first?
Response:

A. Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.
B. Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.
C. Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.
D. Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.

Answer: B

Explanation:
Feedback:
The field group is present, which confirms the section is part of the design. The issue is that it remains non-editable only for one newly enabled country, which points to a country-specific setup dependency affecting behavior within the transfer process. Correcting that configuration restores the required editable state while preserving the standard transfer model.

NEW QUESTION # 144
<strong>CHALLENGE 3 — District Manager Access for Municipal Boundaries</strong> District managers request broader visibility across treatment plant, pumping station, and mobile repair positions so they can help clear UAT items. The HR governance owner wants district-level access boundaries to remain visible during the UAT cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

Answer: C

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

NEW QUESTION # 145
A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A. Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
B. Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.
C. Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.
D. Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.

Answer: A

Explanation:
Feedback:
The warnings are selective and tied to employees with pending future-dated workflow items, which points to a lifecycle dependency rather than a bad file or missing authorization. Adjusting the import approach so the correction respects the in-process timeline preserves governance and creates a repeatable monthly process without forcing manual cleanup.

NEW QUESTION # 146
A consultant is preparing a new-country onboarding test in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based UI, the hire transaction opens correctly, but when recruiters move to the personal information step, one required data section appears read-only for the new country only.
Existing countries in the same tenant can complete the same step normally. The customer confirms the section must stay editable during hiring because downstream workflow and record creation depend on it. The issue started after the rollout team introduced country-specific setup for the new region. The consultant must correct the problem without removing the section from the hire flow or creating a separate manual onboarding process.
What should the consultant investigate first?
Response:

A. Export a sample of existing records from the new country and reload them so the hire template can refresh its section controls.
B. Grant recruiters broader employee maintenance permissions so they can override the read-only behavior during hiring.
C. Review the new country-specific setup controlling field behavior in the hire process, then correct the configuration making that section read-only.
D. Ask recruiters to complete the hire without the section and let HR administrators update it after workflow approval.

Answer: C

Explanation:
Feedback:
The issue is isolated to one new country and appears during a specific hire step. That strongly indicates a country-specific configuration dependency rather than a generic system defect. Correcting the setup controlling editability in the hire flow restores the intended process while preserving the standard onboarding model.

NEW QUESTION # 147
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. Exclude all employees with approved future workflow requests from future supervisor imports and require HR administrators to maintain those cases manually.
B. Retry the warning rows with broader administrative permissions so the import can override the approved future state during this monthly cycle.
C. 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.
D. Delete the approved future reassignment workflow requests, then rerun the warning rows so the supervisor adjustment can be loaded without conflict.

Answer: C

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 # 148
......

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