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SAP C_THR81 Exam Syllabus Topics:

Section	Objectives
Topic 1: Business Configuration	- Configuration Tools 1. Employee Central Settings 2. Manage Business Configuration (BCUI)
Topic 2: Employee Central Core	- Foundation Objects 1. Generic Objects (MDF basics) 2. Legal Entity and Organizational Structures - Data Models 1. Succession Data Model Overview 2. HRIS Elements Configuration
Topic 3: Employee Data Management	- Employment Information 1. Personal and Employment Records 2. Job Information and Compensation Information
Topic 4: Position Management	- Position Object Configuration 1. Position-to-Job Mapping 2. Position Hierarchies and Relationships - Position Control Settings 1. Position Management Enablement 2. Integration with Employee Central
Topic 5: Security and Permissions	- Role-Based Permissions 1. Permission Groups and Roles 2. Field-Level Security
Topic 6: Reporting and Integration	- Reporting Tools 1. Ad Hoc Reports 2. Stories and Analytics Overview - Integration Basics 1. Data Replication Concepts 2. Employee Central APIs Overview

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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions (Q125-Q130):

NEW QUESTION # 125
CHALLENGE 3 — Compliance Manager Access for Legal Entity Boundaries The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A. Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.
B. Grant broad visibility because complete case execution is more important than legal entity boundary evidence.
C. Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.
D. Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.

Answer: D

Explanation:
Feedback:
This option balances valid compliance activity with boundary evidence. It directly tests whether configured roles and target populations match the intended regulated operating model.

NEW QUESTION # 126
A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

A. Broaden location visibility for all nearby legal entities so the same combined list appears consistently during reassignment.
B. Create duplicate location records for the new structure so the intended values appear separately from the neighboring legal entity.
C. Ask managers to continue using the current list and rely on training guidance to select the correct location during the reassignment process.
D. Review the organizational associations for company, legal entity, and location in the new structure, then correct the relationship controlling filtered location availability.

Answer: D

Explanation:
Feedback:
The problem is not that locations are missing; the available set is too broad. Because only one newly onboarded structure is affected, the most likely root cause is a misaligned relationship in foundation data controlling which locations should appear after company and legal entity are selected. Correcting that association restores controlled selection without changing the business process.

NEW QUESTION # 127
CHALLENGE 4 — Position Change Routing for District Review A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

A. Whether HR services can approve all position changes centrally until broader district validation begins.
B. Whether every district manager should be added to all position-change workflows during UAT.
C. Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.
D. Whether the workflow notification text tells users that mobile repair requests may remain with HR services.

Answer: C

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

NEW QUESTION # 128
A consultant is preparing a new-country onboarding test in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based UI, the hire transaction opens correctly, but when recruiters move to the personal information step, one required data section appears read-only for the new country only.
Existing countries in the same tenant can complete the same step normally. The customer confirms the section must stay editable during hiring because downstream workflow and record creation depend on it. The issue started after the rollout team introduced country-specific setup for the new region. The consultant must correct the problem without removing the section from the hire flow or creating a separate manual onboarding process.
What should the consultant investigate first?
Response:

A. Grant recruiters broader employee maintenance permissions so they can override the read-only behavior during hiring.
B. Review the new country-specific setup controlling field behavior in the hire process, then correct the configuration making that section read-only.
C. Export a sample of existing records from the new country and reload them so the hire template can refresh its section controls.
D. Ask recruiters to complete the hire without the section and let HR administrators update it after workflow approval.

Answer: B

Explanation:
Feedback:
The issue is isolated to one new country and appears during a specific hire step. That strongly indicates a country-specific configuration dependency rather than a generic system defect. Correcting the setup controlling editability in the hire flow restores the intended process while preserving the standard onboarding model.

NEW QUESTION # 129
CHALLENGE 2 — Branch Position Responsibility for Regulated Review After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A. Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
B. Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
C. Close position responsibility validation because one corrected request reached the expected compliance reviewer.
D. Retest representative insurance position changes across affected contexts and compare reviewer outcomes.

Answer: D

Explanation:
Feedback:
One successful correction does not prove that the responsibility pattern is stable across comparable insurance contexts. Representative retesting confirms whether the correction resolves the dependency or only one visible symptom.

NEW QUESTION # 130
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