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SAP C_THR81 Exam Syllabus Topics:

Section	Weight	Objectives
Security & Workflows	15%	- Role-Based Permissions (RBP) - Notifications & Event Reasoning - Workflow Configuration & Approvals
Employee Central Core	25%	- Time & Attendance Integration - Global Assignment & Concurrent Employment - Person & Employment Information
Data Management & Integration	10%	- Import Tools & Data Migration - Integration with other SuccessFactors Modules - Company Structure Overview
Position Management	25%	- Position Synchronization with Job Information - Mass Updates & Import/Export - Position Hierarchy & Structure
Data Models & Foundation Objects	25%	- Corporate, Succession & Country-Specific Data Models - Picklists, Business Rules & Event Derivation - Metadata Framework (MDF) & Generic Objects

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q10-Q15):

NEW QUESTION # 10
In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-submitted temporary role changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the request skips the policy-review step whenever the transaction includes both a temporary end date and a position-linked reporting change.
Similar requests for existing populations still include the policy review as designed. The customer wants to keep the shared workflow framework because separate regional workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without changing the underlying business process design.
What is the best corrective action?
Response:

A. Create a separate regional workflow so requests from the new population always include the policy-review step.
B. Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date and position-linked reporting change.
C. Ask managers in the new regional population to submit these cases through HR administrators until the routing design is simplified later.
D. Add the policy reviewer directly to the final approval step so affected requests still receive additional oversight before completion.

Answer: B

Explanation:
Feedback:
The workflow framework is active because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which points to a conditional rule-precedence issue rather than a missing workflow setup. Correcting that logic addresses the upstream cause while preserving a shared, maintainable workflow design.

NEW QUESTION # 11
CHALLENGE 2 — Position Context for Engineering Center Assignments An engineering transfer can be saved, but the manager-facing review later displays inconsistent plant context. The operations director asks whether the team can proceed if corporate HR verifies engineering transfers offline.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Proceed with offline HR verification because it preserves active transfer processing and the transfer record saves successfully.
B. Stop all production and engineering transfers until every position record across the company is rebuilt.
C. Narrow the hypercare validation set and verify representative engineering transfers in the system before relying on offline confirmation.
D. Open all engineering positions to plant managers temporarily so they can confirm transfers faster during hypercare.

Answer: C

Explanation:
Feedback:
This option allows controlled progress while preserving system-based evidence for engineering transfer behavior. It recognizes operational pressure but does not replace governed validation with offline confirmation.

NEW QUESTION # 12
CHALLENGE 2 — Position Assignment Visibility Across Regional Teams The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A. Allow managers to view all positions during testing, then restore regional filtering before production preparation.
B. Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
C. Delay all testing until every employee and position record across the full company is reloaded and reviewed.
D. Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.

Answer: D

Explanation:
Feedback:
This option preserves governance boundaries while still allowing controlled progress through representative validation. It recognizes that schedule pressure cannot justify bypassing manager-facing visibility behavior that is central to the rollout.

NEW QUESTION # 13
A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A. Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
B. Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
C. Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.
D. Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.

Answer: D

Explanation:
Feedback:
The transaction itself saves, so core execution is functioning. The problem is limited to a newly introduced employee group, which points to a configuration or derivation dependency tied to that group. Reviewing and correcting that setup targets the root cause while preserving the customer’s goal of a standardized process.

NEW QUESTION # 14
CHALLENGE 4 — Position Change Routing for Terminal Review After a targeted correction to maintenance position context, one position change routes to the expected terminal manager. Another comparable maintenance change still remains with HR data administration.
Which next step best avoids a partial-fix trap?
Response:

A. Remove HR data administration visibility from pending workflow requests so terminal review becomes the only visible path.
B. Close workflow validation because at least one corrected maintenance change reached the expected reviewer.
C. Retest representative position-change transactions across affected maintenance contexts and compare reviewer outcomes.
D. Apply the same position-context correction to every maintenance record and assume routing will align after refresh.

Answer: C

Explanation:
Feedback:
One successful request does not prove that the correction works across comparable maintenance contexts. Representative retesting confirms whether the source-context correction consistently supports reviewer determination.

NEW QUESTION # 15
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