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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 validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

A) Ask managers to continue using the current list and rely on training guidance to select the correct location during the reassignment process.
B) Broaden location visibility for all nearby legal entities so the same combined list appears consistently during reassignment.
C) Create duplicate location records for the new structure so the intended values appear separately from the neighboring legal entity.
D) Review the organizational associations for company, legal entity, and location in the new structure, then correct the relationship controlling filtered location availability.

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI after a recent corporate data refresh. For one country group, users can start the transfer and choose the legal entity, but the cost center list is unexpectedly broader than intended and includes values from another region.
The transfer can still be saved, so the issue is not blocking execution. HR leadership wants the consultant to fix the problem before user training because financial reporting depends on controlled cost center selection. The customer does not want to remove the cost center field from the transaction or introduce a separate transfer design for that country group.
What is the best corrective action?
Response:

A) Duplicate the country-specific cost centers under new records so users can distinguish the correct values during transfer entry.
B) Ask users to select the correct cost center manually from the broader list because the transfer still saves successfully.
C) Hide the cost center field for that country group until the corporate data refresh can be reviewed after training.
D) Review the organizational associations introduced in the recent corporate data refresh and correct the relationship controlling cost center availability for that country group.

3. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A) Remove campus context from facilities positions so assignment can be completed without campus-based validation.
B) Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.
C) Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.
D) Ask HR administration to complete all facilities assignments centrally until formal validation starts.

4. A consultant is validating a position archival process in SAP SuccessFactors Employee Central and Position Management before a quarterly structure cleanup. In the public cloud web-based environment, HR specialists can change selected positions to an archived status and save successfully. The archived status is visible on the position record, but for a subset of archived positions the expected restriction on reuse does not apply, and those positions still appear selectable during later planning preparation.
Older archived positions behave correctly. The customer confirms the affected positions belong to a newly introduced position category used for short-term project roles and wants to keep that category because reporting depends on it. The consultant must restore correct archival behavior without asking planners to manually screen out invalid positions.
What should the consultant investigate first?
Response:

A) Review the dependency between the new position category and archival-state enforcement, then correct the configuration controlling reuse restrictions after save.
B) Recreate the affected positions under an older category so archival behavior matches existing records immediately.
C) Remove the archived status from the process and instruct users to track obsolete positions outside the system during cleanup.
D) Ask planners to verify every archived project-role position manually before using any list in planning preparation.

5. <strong>CHALLENGE 1 &#x2014; Business Unit References for Insurance Employee Records</strong> The compliance director asks whether the regulated workforce review can begin if only selected insurance records are corrected. Regional HR partners have limited time to repeat foundation data and employee testing.
Which evidence best supports continuing with bounded scope?
Response:

A) Notification messages are generated for the affected employee data change requests.
B) Compliance managers can view all insurance records after temporary access expansion.
C) Corporate HR administrators can manually update all insurance records before the regulated review begins.
D) Affected insurance records are linked to specific adjusted business unit values, and unaffected branch records still validate against the intended pattern.

Solutions: