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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> After a targeted update to responsibility assignments, one employee change request routes correctly to the department reviewer. A second request for a similar department still remains with HR shared services.
Which next step best avoids a partial-fix trap?
Response:

A) Apply the same responsibility update to every department and assume the remaining request will route correctly after refresh.
B) Remove HR shared-services visibility from all pending workflow requests so that department review becomes mandatory.
C) Retest representative employee changes across affected departments and compare routing results against the expected reviewer model.
D) Close workflow validation because at least one corrected request reached the expected department reviewer.

2. A consultant is supporting a scheduled import of future-dated employee pay-group corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly reconciliation cycle. The file processes correctly for most employees, but a subset completes with warnings and leaves those records unchanged. The affected employees already have approved future workflow requests for employment-status changes in the same effective period.
The customer wants the pay-group corrections preserved without deleting the already approved status changes, because those requests were validated as part of the monthly operating plan. They also do not want a permanent manual exception process for employees who have approved future changes. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A) Exclude employees with approved future workflow requests from all future pay-group imports and require HR administrators to maintain those cases manually.
B) Adjust the import handling for employees with overlapping approved future changes so the pay-group correction fits into the effective-dated timeline without replacing later records.
C) Retry the warning rows under a broader administrative role so the import can override the approved future workflow state during this cycle.
D) Delete the approved future employment-status workflow requests, then rerun the warning rows so the pay-group correction can load without conflict.

3. A consultant is supporting a scheduled administrative update to position attributes in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. The import file is accepted, but a subset of rows fails because the records reference position codes that already exist with different effective timing than expected by the update plan.
The customer needs the changes loaded before a workforce review, but they do not want the consultant to overwrite valid historical information or remove existing timeline control from the position records. The failed rows are all related to changes that should begin next period rather than immediately. The consultant must choose a correction that preserves data history and future processing accuracy.
Which action should the consultant take first?
Response:

A) Split the file by region and rerun it under a higher-access administrative account so the existing position codes can be updated more forcefully.
B) Remove future-dated timing information from the file and load all changes as immediate updates to ensure the workforce review uses current values.
C) Delete the current position records for the failed rows so the import can recreate them cleanly with the new values.
D) Review the effective timing used in the import data and align the failed position updates with the correct future-dated record handling before reprocessing the affected rows.

4. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> Temporary claims surge positions are available during assignment, but some assigned surge-team employees show regional context that does not match the shared surge staffing model. Standard claims position assignments behave as expected.
Which validation action best distinguishes surge-team position behavior from a general employee creation concern?
Response:

A) Remove regional context from surge-team positions so assignment can be completed without regional validation.
B) Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.
C) Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.
D) Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.

5. <strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> Plant managers request temporary access to all engineering and production positions so they can help close open hypercare cases. The HR governance lead wants plant-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.
B) Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.
C) Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.
D) Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.

Solutions: