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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; Workflow Routing for Cross-Regional Position Changes</strong> After selected data corrections, one regional position-change workflow routes correctly, but another comparable request still reaches an unexpected approver. The team wants to close the readiness review with minimal additional testing.
Which next step best confirms whether the correction is sufficient?
Response:

A) Disable workflow routing for position changes until all regional managers complete access validation.
B) Execute representative position-change transactions across affected regional contexts and compare approver results against the expected responsibility model.
C) Apply the same correction to all regions and close workflow validation after one successful retest.
D) Approve the corrected workflow case and treat the remaining variation as a user-training item.

2. A consultant is validating administrative exports in a web-based SAP SuccessFactors Employee Central environment before a controlled audit cycle. HR operations users can run an employee data export for most populations, but records belonging to one restricted regional group are missing from the output even though those employees are visible in standard profile searches for authorized staff.
The customer wants the monthly export to include that regional group for the approved operations team only, without expanding general access to sensitive employee data outside the audit process. The consultant must correct the issue in a way that supports repeatable export operations and preserves the region&#x2019;s stricter governance boundary.
Which action should the consultant take first?
Response:

A) Ask the regional HR team to run a separate local export each month and combine the files manually after the audit cycle starts.
B) Remove the regional sensitivity setting temporarily during the monthly export window so the records can flow into the file without further configuration changes.
C) Add the restricted regional group to the general HR operations audience so all standard exports automatically include the missing employees.
D) Review the export user role and target population scope for the approved audit process, then adjust only the authorized export access for that restricted regional group.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-requested temporary job changes. In the web-based environment, requests for one business population save and enter workflow, but when the transaction includes both a temporary job classification and a future effective date, the request is routed to a generic regional queue instead of the specialized reviewer group used for time-sensitive cases.
Other populations route correctly. The customer wants to preserve the current shared workflow framework and avoid maintaining separate end-to-end workflows for each population. The issue began after the affected business population was introduced during the most recent configuration cycle.
What is the best corrective action?
Response:

A) Ask managers in the affected population to stop submitting future-dated temporary changes until the workflow design is simplified.
B) Add the specialized reviewer group to the generic regional queue so any affected request can still be acted on quickly.
C) Create a separate workflow for the affected business population so future-dated temporary changes always use the specialized reviewer group.
D) Review the rule or routing condition for combined temporary-classification and future-date scenarios, then correct the logic for the newly added business population.

4. <strong>CHALLENGE 3 &#x2014; Resort Manager Access for Hospitality Boundaries</strong> A resort operations manager can access employees in one assigned housekeeping department but cannot view a banquet position that belongs to their resort responsibility. Another unassigned conference-center position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the permission role, target population, and resort responsibility assignment align for both assigned and unassigned records.
B) Whether HR coordination can review the banquet position instead of the resort manager during remediation.
C) Whether the employee creation import should be reloaded before any access testing continues.
D) Whether the resort manager should be given access to all records until the banquet position list is corrected.

5. <strong>CHALLENGE 1 &#x2014; Store Reference Timing for Employee Import Results</strong> During cutover rehearsal, most employee imports complete successfully, but selected warehouse shift-lead records show an unexpected district association in manager-facing review. Store-level reference values were corrected after the initial employee import.
Which action best supports a controlled correction path?
Response:

A) Give district managers access to all warehouse employee records so they can review and correct the district association manually.
B) Compare affected records against active store and district values, then correct or re-import only records with confirmed dependency impact.
C) Continue final manager testing because the import completed successfully and the district association can be reviewed later.
D) Re-import all employee and position records because any post-import store correction invalidates the rehearsal dataset.

Solutions: