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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. Permission Groups and Roles 2. Field-Level Security
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
Position Management	- Position Control Settings 1. Integration with Employee Central 2. Position Management Enablement - Position Object Configuration 1. Position Hierarchies and Relationships 2. Position-to-Job Mapping
Employee Central Core	- Data Models 1. HRIS Elements Configuration 2. Succession Data Model Overview - Foundation Objects 1. Generic Objects (MDF basics) 2. Legal Entity and Organizational Structures
Business Configuration	- Configuration Tools 1. Manage Business Configuration (BCUI) 2. Employee Central Settings

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q134-Q139):

NEW QUESTION # 134
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A. Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
B. Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
C. Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.
D. Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.

Answer: C

Explanation:
Feedback:
The observable artifact is a missing default value for only one newly enabled country, while the field itself is present and the hire flow remains active. That points to a country-specific setup dependency rather than a broad permission issue or missing field design. Correcting the configuration that drives defaulting during hire creation resolves the upstream cause and preserves the standardized hiring process.

NEW QUESTION # 135
<strong>CHALLENGE 4 — Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A. Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B. Whether the notification wording explains that some requests may stay with HR shared services.
C. Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
D. Whether all employee change workflows should be routed to both HR and every department manager for testing.

Answer: C

Explanation:
Feedback:
The same manager can approve other changes, so the workflow configuration may not be universally wrong. The affected request should be traced through employee context, department value, and responsibility assignment before workflow rules are changed.

NEW QUESTION # 136
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A. Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
B. Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
C. Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
D. Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.

Answer: B

Explanation:
Feedback:
The field is present and editable, so the issue is not missing access or missing field design. The value disappears only after the transaction refresh and only for one country, which points to a country-specific setup dependency affecting persistence during rehire processing. Correcting that configuration addresses the upstream cause and preserves the standard rehire model.

NEW QUESTION # 137
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process in the web-based UI before a quarterly compliance review. HR operations users can search employee records, open the correction screen, and enter updates for all approved populations. For one restricted expatriate population, the review page shows the proposed changes, but when users confirm, the transaction closes with no update and an access-scope message is recorded.
HR administrators can complete the same correction without issue. The customer wants the approved operations team to handle this expatriate population only for the defined compliance process, without granting broad administrator access or weakening the special protection boundary around those records. The solution must remain repeatable for future review cycles.
What is the best corrective action?
Response:

A. Copy the HR administrator permissions to the operations role during each compliance cycle so the final confirmation can complete for the expatriate population.
B. Review the operations role permissions and target-population scope for the final correction step, then adjust only the authorized execution scope needed for that expatriate population.
C. Temporarily move the expatriate population into the general operations scope during each quarterly review and restore the restriction afterward.
D. Ask HR administrators to keep processing the expatriate population while operations users continue with all other populations.

Answer: B

Explanation:
Feedback:
The users can search, open, edit, and review the records, so the general process path is already available. The failure happens only at the final execution layer for one protected population, which indicates a permission-scope or target-population dependency rather than a total access failure. Adjusting only the approved final-step scope preserves governance and restores the recurring controlled process.

NEW QUESTION # 138
<strong>CHALLENGE 4 — Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A. Corporate HR can approve every pending request before the remediation summary is submitted.
B. Compliance reviewers receive notification emails for some successful branch employee changes.
C. The team can manually list which insurance requests remain pending with corporate HR.
D. Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.

Answer: D

Explanation:
Feedback:
This evidence confirms the dependency between source context and reviewer determination. It supports a remediation recommendation based on repeatable system behavior rather than manual completion or status reporting.

NEW QUESTION # 139
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