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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 and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A) Recreate all positions from the newer configuration set using the same method as the earlier working positions.
B) Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
C) Give staffing users broader search access so newly approved positions appear regardless of process status.
D) Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A) Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.
B) Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.
C) Add the intermediate approver to the final approval step so all assignment changes receive review before completion.
D) Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-from-leave process in the web-based UI before a regional pilot. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee subgroup the expected standard-hours update does not apply after save. The same return action updates standard hours correctly for established subgroups.
HR operations does not want to maintain standard hours manually after each return because the process will be used repeatedly during peak staffing periods. The issue began after the new subgroup was added to the return action design during the latest configuration cycle. The consultant must correct the behavior while preserving one consistent return process across the tenant.
What should the consultant investigate first?
Response:

A) Review the post-save derivation or action configuration for the new subgroup, then correct the dependency controlling the standard-hours update.
B) Reassign affected employees temporarily into an older subgroup so the existing return action behavior can be reused.
C) Give managers direct edit access to standard hours so they can complete the missing update during the return action.
D) Ask HR operations to update standard hours manually for the new subgroup until the regional pilot is complete.

4. <strong>CHALLENGE 2 &#x2014; Shared Maintenance Position Context Across Terminals</strong> Maintenance positions are available during assignment, but some assigned maintenance planners show terminal context that does not match the shared maintenance model. Dockside crew assignments behave as expected.
Which validation action best distinguishes maintenance position behavior from a general employee creation concern?
Response:

A) Convert affected maintenance positions into dockside crew positions so they follow the working dockside assignment pattern.
B) Remove terminal context from maintenance positions so assignment can be completed without terminal-based validation.
C) Test representative maintenance position assignments and manager-facing review results against the intended work-area and terminal context.
D) Ask HR data administration to complete all maintenance assignments centrally until configuration testing starts.

5. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> The remediation team can save an insurance division position change, but the transaction remains with corporate HR administrators instead of reaching the expected compliance reviewer. The project sponsor asks whether HR can verify the change offline to keep the review schedule.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Stop all branch and insurance position testing until every position record is rebuilt.
B) Narrow the remediation set and verify representative insurance position changes in the system before relying on offline confirmation.
C) Proceed with offline HR verification because it protects the review schedule and the position change can be saved.
D) Open all insurance positions to compliance managers temporarily so they can confirm changes faster.

Solutions: