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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

In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

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

Question 2

<strong>CHALLENGE 1 &#x2014; Terminal Reference Alignment for Maintenance Records</strong> During design validation, most employee records can be created successfully, but selected maintenance planner records show a work-area association that does not match the expected terminal context. Several work-area values were corrected after initial terminal setup.
Which action best supports a controlled design decision?
Response:

A. Compare affected records against active terminal and work-area values, then correct only records with confirmed dependency impact.
B. Continue configuration testing because the employee records save successfully and associations can be reviewed after testing starts.
C. Give terminal managers access to all maintenance records so they can manually review and correct work-area associations.
D. Rework all terminal, work-area, employee, and position records because any post-setup work-area correction invalidates the design cycle.

Question 3

A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A. Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
B. Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.
C. Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.
D. Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.

Question 4

A consultant is validating a position-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position&#x2019;s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A. Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
B. Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.
C. Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
D. Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.

Question 5

In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A. Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
B. Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.
C. Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
D. Build a separate regional workflow so the compliance review step can be forced for that population.

Solutions: