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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Employee Central Core Configuration	- Person, Employment and Job Information objects - Foundation Objects and organizational structure - Workflow configuration and approvals - Corporate and Country-Specific Data Models
Platform Foundations & Permissions	- Admin Center and system navigation - Metadata Framework (MDF) and picklists - Business Rules Engine and event derivation - Role-Based Permissions (RBP) configuration
Data Management & Transactions	- Import/export tools and validation - Event reasons and business rules automation - Concurrent employment and global assignments - Hire, rehire, termination and transfer processes
Position Management	- Company Structure Overview - Integration between Position and Job Information - Position object setup and hierarchy - Mass changes and data import/export

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) C_THR81 Prüfungsfragen mit Lösungen (Q103-Q108):

103. Frage
CHALLENGE 4 — Employee Data Workflow for Compliance Review 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. Compliance reviewers receive notification emails for some successful branch employee changes.
B. Corporate HR can approve every pending request before the remediation summary is submitted.
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.

Antwort: D

Begründung:
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.

104. Frage
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A. Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
B. Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.
C. Create duplicate cost center records for the new structure so the intended values appear separately in the list.
D. Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.

Antwort: A

Begründung:
Feedback:
The available list is too broad, which indicates that the issue is not missing data but incorrect scoping in foundation object relationships. Because the problem is limited to one newly onboarded structure, the most likely cause is a misaligned organizational association controlling which cost centers should appear. Correcting that association restores controlled selection and protects reporting accuracy.

105. Frage
CHALLENGE 4 — Manager Change Workflow for Store and Warehouse Contexts A store manager change routes to the expected district reviewer, but a comparable warehouse manager change remains with HR operations. The same district reviewer can approve other employee changes in assigned stores.
What should be validated before changing workflow routing?
Response:

A. Whether the warehouse employee context, position assignment, and district responsibility support reviewer determination for the affected request.
B. Whether the workflow notification text tells users that warehouse requests may remain with HR operations.
C. Whether HR operations can approve all manager changes centrally until final manager testing is complete.
D. Whether every district manager should be added to all manager-change workflows for the rehearsal period.

Antwort: A

Begründung:
Feedback:
The district reviewer can approve other changes, so the workflow configuration may not be broadly incorrect. The affected warehouse request should be traced through employee context, position assignment, and district responsibility before workflow rules are adjusted.

106. Frage
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

A. Broaden business-unit visibility for all related structures so managers can always find the missing value during organizational moves.
B. Review the organizational associations for company, department, and business unit in the new structure, then correct the relationship controlling filtered business-unit availability.
C. Create duplicate business-unit records for the new structure so the intended value appears separately in the selection list.
D. Ask managers to choose a temporary business unit and let HR operations correct the final value after the transaction is completed.

Antwort: B

Begründung:
Feedback:
The missing business unit exists and is expected only for a valid organizational combination. Because the issue is isolated to one newly activated structure after recent corporate-data maintenance, the most likely source is a relationship problem in foundation data. Correcting the company-department-business unit association restores proper filtered availability while preserving governance and the standard process design.

107. Frage
CHALLENGE 4 — Transfer Workflow Routing for Plant Review A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
B. Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
C. Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
D. Whether every plant manager should be added to all transfer workflows during the hypercare period.

Antwort: C

Begründung:
Feedback:
The plant reviewer can approve other changes, so the workflow configuration may not be broadly incorrect. The affected engineering transfer should be traced through employee context, position assignment, and plant responsibility before workflow rules are adjusted.

108. Frage
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