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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. 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correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.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C) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
D) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.

2. <strong>CHALLENGE 2 &#x2014; Position Context for Engineering Center Assignments</strong> Engineering-center positions are available during transfer assignment, but some assigned employees show a plant context that does not match the engineering department model. Production position transfers behave as expected.
Which validation action best distinguishes position-context behavior from a general employee update concern?
Response:

A) Test representative engineering position assignments and manager-facing review results against the intended department and plant context.
B) Remove plant context from engineering positions so that assignment can be completed without plant review.
C) Ask corporate HR analysts to complete all engineering transfers centrally until the weekly planning review is complete.
D) Convert the affected engineering positions into production positions so they follow the working production transfer pattern.

3. <strong>CHALLENGE 2 &#x2014; Mobile Repair Position Context for Field Coverage</strong> Mobile repair positions are available during assignment, but some assigned repair leads show facility context that does not match the shared field coverage model. Treatment plant assignments behave as expected.
Which validation action best distinguishes mobile repair position behavior from a general employee creation concern?
Response:

A) Test representative mobile repair position assignments and manager-facing review results against the intended zone and district context.
B) Ask HR services to complete all mobile repair assignments centrally until broader district validation starts.
C) Remove district context from mobile repair positions so assignment can be completed without district-based validation.
D) Convert affected mobile repair positions into treatment plant positions so they follow the working plant assignment pattern.

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

5. A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A) Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.
B) Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.
C) Create a separate workflow for the new service population so the governance review step is always included for those requests.
D) Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.

Solutions: