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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 2 &#x2014; Shared Banquet Position Context for Event Staffing</strong> Banquet positions are available during assignment, but some assigned banquet coordinators show resort context that does not match the shared event staffing model. Housekeeping assignments behave as expected.
Which validation action best distinguishes banquet position behavior from a general employee creation concern?
Response:

A) Remove resort context from banquet positions so assignment can be completed without resort-based validation.
B) Test representative banquet position assignments and manager-facing review results against the intended department and resort context.
C) Ask HR coordination to complete all banquet assignments centrally until seasonal validation starts.
D) Convert affected banquet positions into housekeeping positions so they follow the working housekeeping assignment pattern.

2. A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
B) Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.
C) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
D) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A) Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.
B) Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
C) Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
D) Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A) Representative position-change tests show that routing follows regional responsibility when employee and position context align.
B) The team can manually list which underwriting requests are still pending with HR operations.
C) Regional managers receive notification emails for some successful claims position changes.
D) HR operations can approve every pending request before the readiness summary is submitted.

5. A consultant is validating a position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A) Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.
B) Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
C) Recreate the affected positions under an older family so the existing hold behavior applies immediately.
D) Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.

Solutions: