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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 tenant, a consultant is validating a manager-led organizational move process before a regional deployment. In the web-based UI, managers can select company and business unit, but for one newly activated operating structure the pay group list appears incomplete and omits the pay group that should be valid for the intended organizational combination. Other structures show the correct filtered pay group options.
HR leadership confirms the missing pay group was included during the latest corporate data maintenance cycle and must remain available only for approved combinations. The customer does not want to broaden pay-group availability across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the business process design.
What is the best next step?
Response:

A) Create duplicate pay-group records for the new structure so the intended value appears separately in the filtered list.
B) Broaden pay-group visibility for all nearby structures so managers can always find the missing value during the move process.
C) Review the organizational associations for company, business unit, and pay group in the new structure, then correct the relationship controlling filtered pay-group availability.
D) Ask managers to choose a temporary pay group and let HR operations correct the final value after the transaction is completed.

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correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.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B) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.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

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

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

5. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> After a targeted correction to insurance position context, one employee data change routes to the expected compliance reviewer. Another comparable insurance change still remains with corporate HR administrators.
Which next step best avoids a partial-fix trap?
Response:

A) Apply the same position-context correction to every insurance record and assume routing will align after refresh.
B) Remove corporate HR visibility from pending workflow requests so compliance review becomes the only visible path.
C) Retest representative employee data changes across affected insurance contexts and compare reviewer outcomes.
D) Close workflow validation because at least one corrected insurance change reached the expected reviewer.

Solutions: