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SAP C_THR81 Exam Syllabus Topics:

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

Question 1

<strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A. Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.
B. Whether the workflow notification text tells users that facilities requests may remain with HR administration.
C. Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
D. Whether every operations manager should be added to all position-change workflows during rollout planning.

Question 2

A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A. Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
B. Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
C. Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
D. Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.

Question 3

In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

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

Question 4

<strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:

A. Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
B. Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.
C. Reassign the hidden position to a different supervisor and repeat the review from the original manager account.
D. Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.

Question 5

A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review cycle. HR operations users can search records, open the correction page, and prepare updates for all approved populations. For one sensitive regional population, the preview step works and the changed values are visible, but the final process completes without committing those rows and returns an access-scope message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this population only for the defined monthly correction process, without broad administrator rights and without weakening the stricter regional governance boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A. Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that regional population.
B. Temporarily move the sensitive regional population into the general operations scope during each monthly cycle and restore the current restriction afterward.
C. Copy the administrator permissions to the operations team during the monthly cycle so the final processing step can complete for the restricted rows.
D. Ask HR administrators to process the sensitive regional population separately every month while operations users continue with the rest of the workforce.

Solutions: