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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. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A) Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
B) Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
C) Create duplicate cost center records for the new structure so the intended values appear separately in the list.
D) Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A) Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
B) Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.
C) Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.
D) Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.

3. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A) Create duplicate location records for the new structure so the intended value appears separately in the selection list.
B) Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
C) Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
D) Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.

4. 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) Ask HR administrators to process that leadership population every month while the operations team continues handling the rest of the workforce.
C) 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.
D) Copy the HR administrator role to the operations team during the compliance window so the save can complete for the leadership population.

5. A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
B) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
C) Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.
D) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.

Solutions: