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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Reporting and Integration	- Integration concepts 1. API and data integration basics 2. Integration with SAP systems - Reporting tools in SuccessFactors 1. Ad hoc reporting 2. Standard reports
Topic 2: Position Management	- Position management setup 1. Position hierarchies 2. Position object configuration - Integration with Employee Central 1. Business rules for position management 2. Position-to-employee mapping
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	- Data maintenance 1. Personal and employment data 2. Workflow and approvals - Employee lifecycle events 1. Job and compensation changes 2. Hire, rehire, termination processes
Topic 5: Organizational Management	- Organizational structure setup 1. Departments and locations 2. Business units and divisions

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q191-Q196):

NEW QUESTION # 191
A consultant is testing a workflow for manager-submitted temporary department changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests save and enter workflow for all tested groups, but for one newly added business population the request is routed to a fallback review queue whenever the change includes both a temporary end date and a position-linked cost impact.
The same combination routes to a specialized review step for existing populations. The customer wants to preserve the shared workflow framework and avoid creating separate business-population workflows because maintenance effort must remain low after go-live. The issue appeared after the new population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A. Ask managers in the new population to route these requests through HR administrators until the workflow model can be simplified later.
B. Review the routing condition or rule precedence for the new business population, then correct the logic for requests combining temporary end date with position-linked cost impact.
C. Create a separate workflow for the new business population so those requests always use the specialized review step.
D. Add the specialized reviewers to the fallback review queue so affected requests can still be handled without changing the current workflow logic.

Answer: B

Explanation:
Feedback:
The workflow engine is active because requests save and route. The defect appears only for one newly added population and only when two conditions interact, which points to a routing-rule or rule-precedence dependency rather than missing workflow activation. Correcting that logic restores the intended specialized review path while preserving a maintainable shared workflow design.

NEW QUESTION # 192
<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 the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.
C. Whether HR data administration can approve all position changes centrally until configuration testing begins.
D. Whether every terminal manager should be added to all position-change workflows during design validation.

Answer: B

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 # 193
In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary schedule adjustment process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee category the expected post-save update to the employee’s work schedule class does not occur. The same action updates the schedule class correctly for established categories.
HR operations wants to keep a single standardized adjustment process across the tenant and does not want to correct the schedule class manually after each approved request. The issue began after the new category was introduced during the latest configuration cycle. The consultant must correct the behavior without creating category-specific process variants.
What should the consultant investigate first?
Response:

A. Reclassify affected employees temporarily into an older category so the existing adjustment behavior can be reused without further changes.
B. Ask HR operations to update the work schedule class manually for the new category until the pilot period is complete.
C. Give managers direct edit access to the work schedule class so they can complete the missing update during the same transaction.
D. Review the post-save derivation or transaction configuration for the new category, then correct the dependency controlling the work schedule class update.

Answer: D

Explanation:
Feedback:
The action itself saves and completes, so the main transaction path is functioning. The failure is limited to one newly enabled employee category and affects only a post-save employee-data outcome. That points to a category-specific derivation or transaction dependency rather than a general execution problem. Correcting that setup restores the intended automated update while preserving a single standardized process.

NEW QUESTION # 194
In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A. Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
B. Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
C. Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
D. Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.

Answer: B

Explanation:
Feedback:
The locations already exist, and the issue is limited to one region after a recent corporate data update. That makes a relationship or association problem in foundation data the most likely root cause. Correcting the relevant organizational associations restores valid selection behavior while keeping locations restricted to the intended combinations.

NEW QUESTION # 195
<strong>CHALLENGE 4 — Employee Change Workflow for Department Review</strong> After a targeted update to responsibility assignments, one employee change request routes correctly to the department reviewer. A second request for a similar department still remains with HR shared services.
Which next step best avoids a partial-fix trap?
Response:

A. Remove HR shared-services visibility from all pending workflow requests so that department review becomes mandatory.
B. Close workflow validation because at least one corrected request reached the expected department reviewer.
C. Retest representative employee changes across affected departments and compare routing results against the expected reviewer model.
D. Apply the same responsibility update to every department and assume the remaining request will route correctly after refresh.

Answer: C

Explanation:
Feedback:
One successful request does not prove that the responsibility update resolves comparable routing behavior. Representative retesting across affected departments confirms whether the correction is consistent or only partial.

NEW QUESTION # 196
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