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SAP C_THR81 Exam Syllabus Topics:

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

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C_THR81 Trustworthy Dumps | SAP Valid Exam C_THR81 Practice: SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Pass for Sure

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q189-Q194):

NEW QUESTION # 189
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A. Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.
B. Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
C. Create a separate workflow for the new business population so the escalation review step is always included for those requests.
D. Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.

Answer: B

Explanation:
Feedback:
The workflow itself is active because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a rule-precedence or conditional routing dependency rather than a missing workflow setup. Correcting the logic resolves the upstream cause while keeping the shared workflow model maintainable.

NEW QUESTION # 190
<strong>CHALLENGE 2 — Position Assignment Visibility Across Regional Teams</strong> A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:

A. Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
B. Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.
C. Reassign the hidden position to a different supervisor and repeat the review from the original manager account.
D. Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.

Answer: A

Explanation:
Feedback:
This option checks the relationship between position data, assignment behavior, and manager visibility across realistic users. It separates a configuration or data-alignment cause from a broad access complaint.

NEW QUESTION # 191
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee organizational corrections before a monthly reconciliation cycle. The file runs in the web-based environment and reports successful completion, but several rows are processed with warnings and leave the target values unchanged. The affected employees all have pending future organizational moves already recorded for a later effective date. Other employees in the same file update correctly.
The customer wants the current corrections loaded without deleting or changing the approved future moves, and they do not want a separate manual exception process each month. The consultant must choose an action that preserves timeline integrity and keeps the administrative load repeatable.
What is the best next step?
Response:

A. Delete the pending future organizational moves for the affected employees, then rerun the warning rows so the current corrections can load cleanly.
B. Route the warning rows to HR administrators for manual correction each month and keep those employees out of future import files.
C. Adjust the import handling for employees with future-dated organizational moves so the current correction can coexist with the existing approved timeline.
D. Retry the warning rows under a higher-access role so the import can override the future organizational state for the current cycle.

Answer: C

Explanation:
Feedback:
The warning pattern is selective and tied to employees with already approved future-dated moves. That indicates a timeline dependency, not a broad import defect. The correct action is to align the current correction with the existing approved future record sequence so both can coexist. This preserves timeline integrity and supports repeatable monthly administration.

NEW QUESTION # 192
In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position retirement process before a year-end structure cleanup. In the web-based UI, HR specialists can mark selected positions as retired and save successfully. The retired status is visible on the position record, but for a subset of those positions the expected restriction on future occupancy planning does not take effect, and planners can still include them in next-cycle planning selections.
Older retired positions behave correctly. The customer confirms the affected records belong to a newly introduced position classification used for project-based roles and wants to keep that classification because reporting depends on it. The consultant must restore the expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A. Review the dependency between the new position classification and retirement-state enforcement, then correct the configuration controlling future occupancy planning restrictions after save.
B. Recreate the affected positions under an older classification so the existing retirement behavior applies immediately.
C. Ask planners to maintain a manual list of retired project-role positions and remove them from planning selections before each cycle.
D. Give planners broader permissions so they can decide case by case whether retired positions should remain selectable during planning.

Answer: A

Explanation:
Feedback:
The retirement action itself succeeds and the retired state is stored, so the primary lifecycle update is functioning. The defect appears in the next layer, where retired positions should stop participating in future occupancy planning. Because only the newly introduced classification is affected, the most likely root cause is a classification-specific configuration dependency controlling downstream enforcement after save.

NEW QUESTION # 193
<strong>CHALLENGE 3 — District Manager Access for Store Cluster Boundaries</strong> A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

A. Whether HR operations can review the warehouse position instead of the district manager during final testing.
B. Whether the employee import template should be reloaded before any access testing continues.
C. Whether the district manager should be given access to all records until the warehouse position list is corrected.
D. Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.

Answer: D

Explanation:
Feedback:
The behavior affects both missing valid access and visible out-of-scope access, so the role, target population, and responsibility assignment need to be evaluated together. This directly tests the access boundary model.

NEW QUESTION # 194
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