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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 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether HR shared services can complete all rehabilitation-center records without manager participation.
B) Whether the affected employee records reference location and department values that were active and aligned when validation began.
C) Whether department managers should be removed from validation until the template is finalized.
D) Whether the workflow notification for rehabilitation-center employees uses the correct message text.

2. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a process where a change to position job classification should update downstream employee eligibility handling before a controlled workforce review. In the web-based UI, HR specialists update the position classification and save successfully. The new classification is visible on the position record, but incumbent employees tied to a subset of those positions do not reflect the expected downstream eligibility change during follow-up validation.
Positions created earlier in the project behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each classification change. The affected records all belong to a newly introduced branch of the position hierarchy added during the latest configuration cycle.
What is the best first action?
Response:

A) Give managers broader edit access to the related employee eligibility fields so they can repair missing updates directly after position maintenance.
B) Ask HR specialists to update the employee eligibility setting manually after each position classification change in the new hierarchy branch.
C) Recreate the affected positions under an older hierarchy branch so the current downstream behavior matches previously working records.
D) Review the dependency between the new hierarchy branch and downstream incumbent alignment, then correct the propagation or binding logic for position classification changes.

3. A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A) Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.
B) Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
C) Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.
D) Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.

4. A consultant is supporting a controlled update of employee data in a web-based SAP SuccessFactors Employee Central tenant. After an import, the file reports successful processing for many rows, but a set of employee records remains unchanged even though the source file contains valid-looking updates. No system-wide outage is reported, and the unchanged employees belong to one restricted population used for sensitive HR administration.
The customer wants the consultant to restore the update process without removing existing protection boundaries around that population. They also want to avoid editing the records manually because the same controlled load will be repeated each month.
Which action should the consultant take first?
Response:

A) Move the restricted employees temporarily into the general population so the same import can update all records without exceptions.
B) Ask HR administrators to update the restricted population manually after each monthly import cycle to preserve the current permissions.
C) Split the file into smaller batches and rerun it several times because unchanged rows usually indicate a volume-related processing delay.
D) Review whether the import process or responsible role has the correct authorized scope for the restricted employee population, then adjust only the access needed for the approved update path.

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary manager reassignment requests. In the 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 reporting change are routed to the standard manager-approval path instead of the intended risk-review step.
Existing populations with the same combination still route through the risk-review step. The customer wants to preserve the shared workflow model because creating separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing issue without changing the business process design.
What is the best corrective action?
Response:

A) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date with position-linked reporting change.
B) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.
C) Create a separate workflow for the new operational population so those requests always include the risk-review step.
D) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.

Solutions: