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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Employee Central Core Configuration	- Employee master data management 1. Job information and employment details 2. Personal data and employment records - Data models and foundation objects 1. Foundation objects and generic objects (MDF) 2. Corporate data model and configuration concepts
Topic 2: Position Management	- Position model configuration 1. Position object structure and relationships 2. Position-to-job and organizational alignment - Position lifecycle processes 1. Position hierarchy and reporting structure 2. Position creation and maintenance
Topic 3: Configuration and Integration	- Integration with SAP SuccessFactors modules 1. Integration with Recruiting Management 2. Integration with Payroll and Time Management (overview) - MDF framework configuration 1. Rules and business logic configuration 2. Object definition and associations
Topic 4: Business Processes in SuccessFactors Employee Central	- Job changes and lifecycle events 1. Transfers, promotions, and compensation changes 2. Workflow and approval processes - Hiring and onboarding processes 1. Recruit-to-hire integration concepts 2. Onboarding data flow

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q209-Q214):

NEW QUESTION # 209
A consultant is testing a controlled data correction process in a web-based SAP SuccessFactors Employee Central tenant before month-end operations. HR operations users can launch an employee data correction for all approved populations, but for one restricted regional group the final review screen opens with all changed values visible while the confirm action is unavailable.
HR administrators can complete the same correction for that group without issue. The customer wants the operations team to handle the process for the restricted region only within the approved monthly cycle and does not want administrator-level access copied broadly. The consultant must restore the controlled execution path without weakening the region’s stricter governance boundary.
What is the best corrective action?
Response:

A. Copy the administrator permission set to the operations role for the restricted region so the confirm action becomes available immediately.
B. Ask HR administrators to complete the restricted-region confirmations each month while operations users handle the rest of the population.
C. Temporarily move the restricted region into the general operations population during month-end processing and restore it afterward.
D. Review the operations role permissions and target population settings for the final execution step, then adjust only the authorized confirm scope required for that restricted regional group.

Answer: D

Explanation:
Feedback:
The operations users can reach the final review screen and see the pending changes, which confirms that access to the transaction and data visibility already exists. The missing confirm action for one protected regional group indicates a submit-level authorization or target-population issue at the final execution layer. Adjusting only that specific scope restores the approved monthly process while preserving the governance boundary.

NEW QUESTION # 210
CHALLENGE 1 — Service Line References for Underwriting Records A tester finds that the affected underwriting support records were created before revised service-line values were consistently reflected in related position references. Similar claims records created later show the expected regional context.
Which validation sequence is most appropriate?
Response:

A. Validate the affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
B. Mark the claims records as the master pattern and copy their values into every underwriting support record.
C. Change workflow routing first because the affected records are visible to managers during review.
D. Expand regional manager permissions first so all affected records can be reviewed without dependency checks.

Answer: A

Explanation:
Feedback:
This sequence follows the likely dependency from employee record context to related position references before selecting a correction approach. It avoids treating visibility or routing symptoms as the first layer of remediation.

NEW QUESTION # 211
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. Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
B. Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
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 # 212
CHALLENGE 3 — Shared Services Access for Location-Based Boundaries HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A. Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
B. Restrict HR shared-services access further until department managers complete all location-specific validation.
C. Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
D. Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.

Answer: A

Explanation:
Feedback:
This approach supports valid HR work while still preserving location-based access boundaries. It validates the intended access model instead of choosing either throughput or restriction as the only priority.

NEW QUESTION # 213
CHALLENGE 2 — Shared Banquet Position Context for Event Staffing Banquet positions are available during assignment, but some assigned banquet coordinators show resort context that does not match the shared event staffing model. Housekeeping assignments behave as expected.
Which validation action best distinguishes banquet position behavior from a general employee creation concern?
Response:

A. Test representative banquet position assignments and manager-facing review results against the intended department and resort context.
B. Remove resort context from banquet positions so assignment can be completed without resort-based validation.
C. Ask HR coordination to complete all banquet assignments centrally until seasonal validation starts.
D. Convert affected banquet positions into housekeeping positions so they follow the working housekeeping assignment pattern.

Answer: A

Explanation:
Feedback:
This action tests whether banquet position context drives the inconsistent review behavior. It compares assignment and review outcomes for the shared event staffing model rather than treating the observation as a generic employee creation concern.

NEW QUESTION # 214
......

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