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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 tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A) Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.
B) Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
C) Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.
D) Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.

2. A consultant is validating a controlled update process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review window. HR operations users can search for employee records, open the correction screen, and edit values for all approved populations. For one restricted leadership population, however, the save action is available and appears to run, but the transaction returns a validation-style access message and the updates are not committed.
HR administrators can save the same correction successfully. The customer wants the approved operations team to maintain this leadership population only for the defined compliance process, without copying full administrator access or weakening the protection boundary around sensitive records. The solution must support recurring monthly execution.
What is the best corrective action?
Response:

A) Temporarily move the leadership population into the general operations scope during each monthly cycle, then restore the existing restriction afterward.
B) Review the operations role permissions and target-population scope for the save-level correction process, then adjust only the authorized update scope required for that leadership population.
C) Ask HR administrators to process that leadership population every month while the operations team continues handling the rest of the workforce.
D) Copy the HR administrator role to the operations team during the compliance window so the save can complete for the leadership population.

3. 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) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.
B) Create a separate workflow for the new operational population so those requests always include the risk-review step.
C) 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.
D) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.

4. <strong>CHALLENGE 3 &#x2014; Role-Based Access Boundaries for HR Operations</strong> Two governance goals compete during testing: HR specialists need enough access to complete assigned validation tasks, while regional employee and position data should remain restricted to the correct operating area.
Which option best handles this governance-versus-governance prioritization?
Response:

A) Configure access around intended regional responsibility and use representative users to confirm both task completion and boundary enforcement.
B) Keep current permissions unchanged and treat any blocked HR activity as evidence that the configuration is secure.
C) Prioritize data restriction by removing HR specialist access until regional managers complete their own validation.
D) Prioritize validation speed by giving HR specialists cross-region access and tracking any inappropriate use manually.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-end corrections before a monthly HR control check. The file processes successfully for most employees, but several rows complete with warnings and leave the affected records unchanged. All warning rows belong to employees who already have approved future workflow requests for employment-status adjustments in the same effective period.
The customer wants the probation-end corrections preserved without deleting the already approved future requests, because those requests are part of an approved workforce 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) Adjust the import handling for employees with overlapping approved future changes so the probation-end correction fits into the effective-dated timeline without replacing later records.
B) Retry the warning rows with a broader administrative role so the import can override the approved future state for this cycle.
C) Exclude employees with approved future workflow requests from all future probation imports and require HR administrators to maintain those cases manually.
D) Delete the approved future employment-status workflow requests, then rerun the warning rows so the probation-end corrections can load without conflict.

Solutions: