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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. A consultant is validating position maintenance in a public cloud SAP SuccessFactors Employee Central and Position Management environment before a reorganization freeze ends. In the web-based UI, managers can create new positions, but some newly created positions remain in a draft-like state and cannot be used in downstream planning activities even though the save action completes without error.
Older positions created earlier in the project are available as expected. The customer confirms that the affected positions are all created under a newly introduced position category. The business wants a fix that keeps the category structure intact and avoids asking users to recreate positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Review the configuration dependency tied to the new position category and correct the setting that controls whether saved positions become usable for downstream planning.
B) Export the affected positions, change their identifiers externally, and reload them under a different category structure.
C) Grant managers broader access to planning activities so the newly created positions become selectable despite their current state.
D) Ask managers to keep using the older position categories until the new category can be removed from the design.

2. A consultant is testing a workflow for manager-submitted temporary reporting-line 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 operational population, requests that include both a temporary end date and a position-linked approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
B) Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.
C) Create a separate workflow for the new operational population so the intermediate review is always included for those requests.
D) Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.

3. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> A branch position change routes to the expected compliance operations manager, but a comparable insurance division position change remains with corporate HR administrators. The position records were validated before some responsibility assignments were updated.
Which validation action best distinguishes position responsibility behavior from a general workflow concern?
Response:

A) Assign every compliance manager to every insurance position change so no request remains pending.
B) Remove business unit context from insurance positions so reviewer determination does not depend on it.
C) Test representative branch and insurance position changes against position context and compliance responsibility assignments.
D) Route all insurance position changes directly to corporate HR administrators until the regulated review is complete.

4. <strong>CHALLENGE 1 &#x2014; Store Reference Timing for Employee Import Results</strong> The team notices that imported store employees and warehouse shift leads use the same employee import process, yet only some warehouse records show incorrect district context after review. The project lead wants to avoid a broad re-import unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether district managers can approve warehouse manager changes without reviewing employee context.
B) Whether all workflow notifications for warehouse employees use the same message template.
C) Whether HR operations can manually override the district association during final manager testing.
D) Whether affected records reference store or district values that were corrected after the initial import sequence.

5. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar&#x2019;s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Narrow the validation set and verify representative facilities assignments in the system before relying on offline confirmation.
B) Open all facilities positions to operations managers temporarily so they can confirm assignments faster during validation.
C) Proceed with offline HR verification because it preserves the planning schedule and the assignment record saves successfully.
D) Stop all academic and facilities testing until every position record across the university is rebuilt.

Solutions: