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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:

Question 1

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. Delete the approved future employment-status workflow requests, then rerun the warning rows so the probation-end corrections can load without conflict.
B. 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.
C. Retry the warning rows with a broader administrative role so the import can override the approved future state for this cycle.
D. Exclude employees with approved future workflow requests from all future probation imports and require HR administrators to maintain those cases manually.

Question 2

A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A. Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
B. Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
C. Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
D. Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.

Question 3

<strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A. Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
B. Whether every plant manager should be added to all transfer workflows during the hypercare period.
C. Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
D. Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.

Question 4

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

Question 5

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

Solutions: