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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:

1. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

A) Retest representative position-change transactions across affected underwriting contexts and compare reviewer outcomes.
B) Apply the same position-context correction to every underwriting record and assume routing will align after refresh.
C) Close workflow validation because at least one corrected underwriting change reached the expected reviewer.
D) Remove HR operations visibility from pending workflow requests so regional review becomes the only visible path.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A) Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.
B) Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.
C) Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.
D) Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.

3. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI after a recent corporate data refresh. For one country group, users can start the transfer and choose the legal entity, but the cost center list is unexpectedly broader than intended and includes values from another region.
The transfer can still be saved, so the issue is not blocking execution. HR leadership wants the consultant to fix the problem before user training because financial reporting depends on controlled cost center selection. The customer does not want to remove the cost center field from the transaction or introduce a separate transfer design for that country group.
What is the best corrective action?
Response:

A) Ask users to select the correct cost center manually from the broader list because the transfer still saves successfully.
B) Duplicate the country-specific cost centers under new records so users can distinguish the correct values during transfer entry.
C) Hide the cost center field for that country group until the corporate data refresh can be reviewed after training.
D) Review the organizational associations introduced in the recent corporate data refresh and correct the relationship controlling cost center availability for that country group.

4. A consultant is validating a position-based readiness process before a succession 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 an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

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

5. A consultant is validating a controlled correction process in a web-based SAP SuccessFactors Employee Central tenant before the first monthly audit run. HR operations users can search and open employee records for all approved populations. For one restricted group, they can enter changes and reach the preview screen, but when they attempt to submit, the action returns them to the record without saving.
HR administrators can submit the same correction successfully. The customer wants the approved operations team to manage this restricted group only for the audit-related monthly process and does not want broad administrator access copied to them. The consultant must restore repeatable execution while preserving the stricter control boundary around that population.
What is the best corrective action?
Response:

A) Review the operations role&#x2019;s submit-level permission and target-population scope for the specific correction process, then adjust only the authorized execution scope for that restricted group.
B) Copy the HR administrator role to the operations team for the audit month so the submission can complete for the restricted group.
C) Ask HR administrators to process the restricted group each month while operations handles the remaining populations.
D) Temporarily reclassify the restricted population into the general operations scope during the audit cycle and restore it afterward.

Solutions: