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

2. A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A) Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
B) Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.
C) Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.
D) Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.

3. A consultant is supporting a scheduled administrative update to position attributes in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. The import file is accepted, but a subset of rows fails because the records reference position codes that already exist with different effective timing than expected by the update plan.
The customer needs the changes loaded before a workforce review, but they do not want the consultant to overwrite valid historical information or remove existing timeline control from the position records. The failed rows are all related to changes that should begin next period rather than immediately. The consultant must choose a correction that preserves data history and future processing accuracy.
Which action should the consultant take first?
Response:

A) Delete the current position records for the failed rows so the import can recreate them cleanly with the new values.
B) Remove future-dated timing information from the file and load all changes as immediate updates to ensure the workforce review uses current values.
C) Split the file by region and rerun it under a higher-access administrative account so the existing position codes can be updated more forcefully.
D) Review the effective timing used in the import data and align the failed position updates with the correct future-dated record handling before reprocessing the affected rows.

4. A consultant is supporting a scheduled import of future-dated employee holiday-calendar corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end payroll 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 employment-detail changes in the same effective period.
The customer wants the holiday-calendar corrections preserved without deleting the already approved future requests, because those requests are part of an approved operating plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative privileges so the import can override the approved future state for this cycle.
B) Exclude employees with approved future workflow requests from all future holiday-calendar imports and require HR administrators to maintain those cases manually.
C) Delete the approved future employment-detail workflow requests, then rerun the warning rows so the holiday-calendar corrections can load without conflict.
D) Adjust the import handling for employees with overlapping approved future changes so the holiday-calendar correction fits into the effective-dated timeline without replacing later records.

5. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A) Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
B) Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
C) Restrict HR shared-services access further until department managers complete all location-specific validation.
D) Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.

Solutions: