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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 4 &#x2014; Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A) Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B) Whether the notification wording explains that some requests may stay with HR shared services.
C) Whether all employee change workflows should be routed to both HR and every department manager for testing.
D) Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.

2. A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

A) Broaden location visibility for all nearby legal entities so the same combined list appears consistently during reassignment.
B) Create duplicate location records for the new structure so the intended values appear separately from the neighboring legal entity.
C) Ask managers to continue using the current list and rely on training guidance to select the correct location during the reassignment process.
D) Review the organizational associations for company, legal entity, and location in the new structure, then correct the relationship controlling filtered location availability.

3. <strong>CHALLENGE 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> During validation, several position records can be selected during employee assignment, but the regional context shown later in review does not match the expected operating area. The team confirms that some corporate data values were created after the initial position import.
Which action best supports a controlled correction before the next manager test cycle?
Response:

A) Reload all employee and position records so that every imported object is rebuilt using the newest corporate data values.
B) Continue manager validation and document the behavior as a known limitation until the next rollout wave.
C) Validate the active foundation data referenced by affected records, then selectively correct or reload only dependent records with confirmed mismatches.
D) Expand HR specialist permissions temporarily so that users can correct affected employee and position records during testing.

4. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A surge-team assignment can be saved, but manager-facing review later displays inconsistent regional context. The operations sponsor asks whether the team can proceed if HR operations verifies surge assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

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

5. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A) Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.
B) Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.
C) Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.
D) Grant broad visibility because complete case execution is more important than legal entity boundary evidence.

Solutions: