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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core Configuration	- Workflow configuration and approvals - Corporate and Country-Specific Data Models - Person, Employment and Job Information objects - Foundation Objects and organizational structure
Topic 2: Position Management	- Company Structure Overview - Integration between Position and Job Information - Position object setup and hierarchy - Mass changes and data import/export
Topic 3: Data Management & Transactions	- Hire, rehire, termination and transfer processes - Concurrent employment and global assignments - Import/export tools and validation - Event reasons and business rules automation
Topic 4: Platform Foundations & Permissions	- Admin Center and system navigation - Metadata Framework (MDF) and picklists - Role-Based Permissions (RBP) configuration - Business Rules Engine and event derivation

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q32-Q37):

NEW QUESTION # 32
<strong>CHALLENGE 4 — Position Change Routing for Regional Review</strong> The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A. Regional managers receive notification emails for some successful claims position changes.
B. The team can manually list which underwriting requests are still pending with HR operations.
C. Representative position-change tests show that routing follows regional responsibility when employee and position context align.
D. HR operations can approve every pending request before the readiness summary is submitted.

Answer: C

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

NEW QUESTION # 33
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A. Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
B. Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.
C. Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.
D. Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.

Answer: A

Explanation:
Feedback:
The key artifact is that the failure is tied to event reason validity, not general access or record availability. Because only some employees fail and administrators can still edit records, the upstream dependency is most likely the configuration logic that governs when a particular event reason can be used. Reviewing and correcting the event reason assignment or mapping addresses the root cause while preserving the customer’s intended separation of transfer types.

NEW QUESTION # 34
<strong>CHALLENGE 4 — Position Change Routing for Terminal Review</strong> A dockside position change routes to the expected terminal operations manager, but a comparable maintenance position change remains with HR data administration. The same terminal manager can approve other employee updates in the assigned dockside area.
What should be validated before changing workflow routing?
Response:

A. Whether the workflow notification text tells users that maintenance requests may remain with HR data administration.
B. Whether HR data administration can approve all position changes centrally until configuration testing begins.
C. Whether every terminal manager should be added to all position-change workflows during design validation.
D. Whether the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.

Answer: D

Explanation:
Feedback:
The terminal manager can approve other changes, so workflow configuration may not be broadly incorrect. The affected maintenance change should be traced through employee context, position assignment, and terminal responsibility before workflow rules are adjusted.

NEW QUESTION # 35
A consultant is supporting a scheduled import of future-dated employee work-schedule corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A. Adjust the import handling for employees with overlapping approved future changes so the work-schedule correction fits into the effective-dated timeline without replacing later records.
B. Delete the approved future job-information workflow requests, then rerun the warning rows so the work-schedule correction can load without conflict.
C. Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.
D. Exclude employees with approved future workflow requests from all future work-schedule imports and require HR administrators to maintain those cases manually.

Answer: A

Explanation:
Feedback:
The warning pattern is selective and tied to employees with approved future workflow changes in the same effective period. That indicates an effective-dating and lifecycle dependency rather than a broad import or access issue. Adjusting the import handling so the current correction coexists with the approved future timeline addresses the true cause while preserving validated future records and keeping the process repeatable.

NEW QUESTION # 36
A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A. Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.
B. Create a separate workflow for the new service population so the governance review step is always included for those requests.
C. Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.
D. Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.

Answer: C

Explanation:
Feedback:
The workflow engine is functioning because requests save and route. The defect appears only when two conditions interact and only for one newly added population, which indicates a routing-rule or rule-precedence problem rather than missing workflow activation. Correcting that logic addresses the root cause and preserves the shared workflow structure.

NEW QUESTION # 37
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