SAP C_THR81 : SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605)

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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:

Question #1
<strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A. Whether the notification wording explains that some requests may stay with HR shared services.
B. Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
C. Whether all employee change workflows should be routed to both HR and every department manager for testing.
D. Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.

Question #2
<strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> A plant manager can access employees in one assigned production department but cannot view an engineering position that belongs to their workforce responsibility. Another unassigned production position appears in their review list.
What should the consultant validate first?
Response:

A. Whether the permission role, target population, and plant responsibility assignment align for both assigned and unassigned records.
B. Whether corporate HR can review the engineering position instead of the plant manager during hypercare.
C. Whether the plant manager should be given access to all records until the engineering position list is corrected.
D. Whether the transfer import file should be reloaded before any access testing continues.

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

Question #4
<strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> Claims employees and underwriting support employees use the same employee creation process, yet only some underwriting records show unexpected regional context during review. HR operations wants to avoid broad reference rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A. Whether HR operations can manually override service-line association during policy renewal staffing validation.
B. Whether regional claims managers can approve underwriting position changes without reviewing employee context.
C. Whether all workflow notifications for underwriting support changes use the same message template.
D. Whether affected records reference region or underwriting support values that were revised after the initial configuration cycle.

Question #5
A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A. Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
B. Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
C. Create duplicate location records for the new structure so the intended value appears separately in the selection list.
D. Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.

Solutions: