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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 1 &#x2014; Business Unit References for Insurance Employee Records</strong> Branch employees and insurance claims supervisors use similar employee record structures, yet only some insurance records show incorrect legal entity context during compliance manager review. Corporate HR wants to avoid broad reload unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether workflow notification templates differ between branch and insurance employee changes.
B) Whether compliance managers can approve insurance position changes without reviewing employee context.
C) Whether affected records reference business unit values adjusted after the initial foundation data load.
D) Whether corporate HR administrators can manually override legal entity context before the regulated review.

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new global assignment hire variant in the web-based UI before a controlled pilot. Recruiters can launch the hire process and enter personal data, but when they reach the employment segment, one required field group is visible yet collapses after save and does not retain the entered values for one newly enabled country only.
Other countries in the same tenant retain the values correctly. The customer confirms the field group must remain part of the standard hire design because later approvals depend on it. They do not want a country-specific manual workaround or a separate hiring process. The issue appeared after the latest country setup and localization-related configuration activities were introduced.
What is the best first action?
Response:

A) Export recent hires from the new country and reload them so the field group behavior refreshes before the pilot begins.
B) Ask recruiters to complete the hire without the field group and let HR administrators re-enter the missing values after approval.
C) Grant recruiters broader maintenance permissions so the entered values are treated as direct updates instead of hire-step values.
D) Review the country-specific configuration controlling the persistence and behavior of that employment field group, then correct the setup dependency for the newly enabled country.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

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

4. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.
B) Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
C) Create a separate workflow for the new business population so the escalation review step is always included for those requests.
D) Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.

5. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> After a targeted update to responsibility assignments, one employee change request routes correctly to the department reviewer. A second request for a similar department still remains with HR shared services.
Which next step best avoids a partial-fix trap?
Response:

A) Apply the same responsibility update to every department and assume the remaining request will route correctly after refresh.
B) Remove HR shared-services visibility from all pending workflow requests so that department review becomes mandatory.
C) Close workflow validation because at least one corrected request reached the expected department reviewer.
D) Retest representative employee changes across affected departments and compare routing results against the expected reviewer model.

Solutions: