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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. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary assignment changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the transaction routes directly to the final approver when both a temporary assignment flag and a position-linked change are included.
Other populations with the same combination still pass through the intended intermediate review step. The customer wants to preserve the shared workflow model because separate regional workflows would increase maintenance effort after go-live. The consultant must correct the routing without changing the underlying business process design.
What is the best corrective action?
Response:

A) Ask managers in the new regional population to submit these requests through HR administrators until the workflow design can be simplified later.
B) Review the routing rule or condition precedence for the new regional population, then correct the logic for requests that combine temporary assignment with a position-linked change.
C) Add the intermediate reviewer directly to the final approval step so all affected requests still receive additional oversight.
D) Create a separate regional workflow so requests from the new population always include the intermediate review step.

2. <strong>CHALLENGE 3 &#x2014; Role-Based Access Boundaries for HR Operations</strong> Support tickets increase because some HR specialists cannot view records they believe they need for validation. A project coordinator suggests temporarily assigning a broader HR role to all regional HR users until testing is complete.
What is the best configuration decision?
Response:

A) Defer permission validation until after position and workflow testing are fully complete.
B) Remove regional restrictions from employee records and rely on workflow approvals to control inappropriate changes.
C) Adjust target populations and role assignments based on the intended regional responsibilities, then retest with representative HR users.
D) Use broad temporary access because the environment is still preproduction and validation speed is the immediate priority.

3. 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) Delete the approved future job-information workflow requests, then rerun the warning rows so the work-schedule correction can load without conflict.
B) Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.
C) Exclude employees with approved future workflow requests from all future work-schedule imports and require HR administrators to maintain those cases manually.
D) 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.

4. <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 HR administration can approve all position changes centrally until the next planning meeting is complete.
C) Whether every operations manager should be added to all position-change workflows during rollout planning.
D) Whether the workflow notification text tells users that facilities requests may remain with HR administration.

5. <strong>CHALLENGE 3 &#x2014; Terminal Manager Access for Operational Boundaries</strong> A terminal manager can access employees in one assigned dockside work area but cannot view a maintenance position that belongs to their terminal responsibility. Another unassigned customs-office position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the terminal manager should be given access to all records until the maintenance position list is corrected.
B) Whether the permission role, target population, and terminal responsibility assignment align for both assigned and unassigned records.
C) Whether HR data administration can review the maintenance position instead of the terminal manager during design validation.
D) Whether the employee creation import should be reloaded before any access testing continues.

Solutions: