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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

A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A. Create duplicate cost center records for the new structure so the intended values appear separately in the list.
B. Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
C. Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.
D. Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.

Question 2

A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A. Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.
B. Create a separate workflow for the new service population so the governance review step is always included for those requests.
C. Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.
D. Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.

Question 3

In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A. Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.
B. Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.
C. Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
D. Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.

Question 4

A consultant is supporting a scheduled import of future-dated employee work-schedule corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

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

Question 5

In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A. Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
B. Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.
C. Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
D. Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.

Solutions: