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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; Service Line References for Underwriting Records</strong> During SIT, most claims employee records can be created successfully, but selected underwriting support records show a service-line association that does not match the expected regional context. Several underwriting support values were revised after the initial configuration cycle.
Which action best supports a controlled readiness decision?
Response:

A) Rework all region, service-line, employee, and position records because any post-configuration underwriting value revision invalidates SIT.
B) Give regional claims managers access to all underwriting support records so they can manually review and correct service-line associations.
C) Continue end-to-end validation because the employee records save successfully and associations can be reviewed after staffing scenarios are added.
D) Compare affected records against active region, service-line, and underwriting support values, then correct only records with confirmed dependency impact.

2. A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A) Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.
B) Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.
C) Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.
D) Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.

3. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A) Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
B) Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
C) Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
D) Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.

4. <strong>CHALLENGE 1 &#x2014; Engineering Department References for Transfer Records</strong> During hypercare, most transfer-related employee updates process successfully, but selected engineering-center employees show an unexpected plant association in manager-facing review. Engineering department values were adjusted during final cutover preparation.
Which action best supports a controlled stabilization path?
Response:

A) Continue active transfer processing because the employee updates saved and the plant association can be reviewed later.
B) Give plant managers access to all engineering employee records so they can review and correct the plant association manually.
C) Compare affected records against active plant and engineering department values, then correct only records with confirmed dependency impact.
D) Reprocess all transfer-related employee and position records because any final cutover department adjustment invalidates the live dataset.

5. A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A) Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.
B) Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
C) Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
D) Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.

Solutions: