SAP C_THR81 Exam Syllabus Topics:

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

1. <strong>CHALLENGE 2 &#x2014; Position Context for Engineering Center Assignments</strong> Engineering-center positions are available during transfer assignment, but some assigned employees show a plant context that does not match the engineering department model. Production position transfers behave as expected.
Which validation action best distinguishes position-context behavior from a general employee update concern?
Response:

A) Remove plant context from engineering positions so that assignment can be completed without plant review.
B) Ask corporate HR analysts to complete all engineering transfers centrally until the weekly planning review is complete.
C) Test representative engineering position assignments and manager-facing review results against the intended department and plant context.
D) Convert the affected engineering positions into production positions so they follow the working production transfer pattern.

2. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> 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.

3. A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A) Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.
B) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
C) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
D) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.

4. <strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> A plant manager can access employees in one assigned production department but cannot view an engineering position that belongs to their workforce responsibility. Another unassigned production position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the transfer import file should be reloaded before any access testing continues.
B) Whether the plant manager should be given access to all records until the engineering position list is corrected.
C) Whether corporate HR can review the engineering position instead of the plant manager during hypercare.
D) Whether the permission role, target population, and plant responsibility assignment align for both assigned and unassigned records.

5. A consultant is validating a manager-driven internal movement process in a public cloud SAP SuccessFactors Employee Central Core tenant before a pilot launch. In the web-based UI, the transaction saves for all tested employees, but for one newly introduced employee category the expected post-save update to a related employment information field does not occur when the movement reason is marked as temporary.
Permanent movement reasons work correctly for the same category, and older employee categories behave as expected for both cases. The customer wants to keep a single standardized movement process across the tenant and does not want HR operations to repair the related field manually after each temporary movement.
What should the consultant investigate first?
Response:

A) Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.
B) Reclassify employees in the new category into an older category during temporary moves so the existing update behavior can be reused.
C) Review the transaction configuration or derivation dependency for temporary movement reasons in the newly introduced employee category, then correct the post-save update logic.
D) Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.

Solutions: