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SAP C_THR81 Exam Overview:

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

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

3. A consultant is validating a position-based readiness process before a succession planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Review the dependency between the new regional segment and downstream planning-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
B) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
C) Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
D) Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.

4. <strong>CHALLENGE 3 &#x2014; District Manager Access for Store Cluster Boundaries</strong> District managers request temporary access to all store and warehouse positions so they can help clear open rehearsal items before final manager testing. The HR governance owner wants district-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Grant cross-district access temporarily and rely on post-rehearsal review to identify any inappropriate record visibility.
B) Keep current access unchanged and classify all blocked rehearsal items as evidence that the district model is secure.
C) Restrict district managers from all warehouse positions until store manager testing is fully complete.
D) Validate assigned-cluster access and target populations with representative district managers before considering any limited exception.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where a position status change should update downstream employee planning readiness before a workforce review. In the web-based UI, HR specialists change several positions to a reserved state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy segment the linked employee planning readiness flag does not update during validation.
Other hierarchy segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Recreate the affected positions under an older hierarchy segment so the downstream update behavior matches earlier records.
B) Review the dependency between the new hierarchy segment and downstream readiness propagation, then correct the configuration or binding controlling the linked employee update.
C) Ask HR specialists to update the employee planning readiness flag manually for the new hierarchy segment until validation is complete.
D) Give planners broader edit access to the employee planning readiness field so they can correct the missing updates directly after each position save.

Solutions: