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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 Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A) Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
B) Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.
C) Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
D) Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.

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

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A) Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.
B) Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.
C) Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.
D) Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.

4. A consultant is testing an approval process for manager-initiated changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the workflow starts and reaches the first approver, but a second approval step that should be triggered only for high-impact job changes is not added for certain transactions. The customer confirms that the second-step approver group exists and is active.
The issue is noticed only when the transaction includes a combination of compensation-related and organizational updates. The customer wants a fix that preserves the existing workflow framework and does not require maintaining parallel approval processes for each business variation.
Which action best addresses the root cause?
Response:

A) Review the business rule or condition that determines when the additional approval step should be inserted, then correct the logic for the combined transaction pattern.
B) Add the second approver group directly to the first step so all relevant requests receive two approvals in the same stage.
C) Instruct managers to split combined changes into multiple transactions so the second-step condition is easier to trigger.
D) Create separate workflows for each combination of compensation and organizational change so the missing second step can be controlled manually.

5. A consultant is preparing a new-country onboarding test in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based UI, the hire transaction opens correctly, but when recruiters move to the personal information step, one required data section appears read-only for the new country only.
Existing countries in the same tenant can complete the same step normally. The customer confirms the section must stay editable during hiring because downstream workflow and record creation depend on it. The issue started after the rollout team introduced country-specific setup for the new region. The consultant must correct the problem without removing the section from the hire flow or creating a separate manual onboarding process.
What should the consultant investigate first?
Response:

A) Grant recruiters broader employee maintenance permissions so they can override the read-only behavior during hiring.
B) Ask recruiters to complete the hire without the section and let HR administrators update it after workflow approval.
C) Export a sample of existing records from the new country and reload them so the hire template can refresh its section controls.
D) Review the new country-specific setup controlling field behavior in the hire process, then correct the configuration making that section read-only.

Solutions: