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

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary supervisory changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes directly to the standard approval path instead of the intended review queue whenever both a temporary end date and a position-linked organizational impact are present.
Existing populations with the same combination still use the intended review path. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the overall business process.
What is the best corrective action?
Response:

A) Ask managers in the new population to submit those requests through HR administrators until the routing design can be simplified later.
B) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked organizational impact.
C) Create a separate workflow for the new operating population so the intended review path is always used for those requests.
D) Add the intended review queue members to the standard approval path so affected requests still receive additional oversight.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Resort Review</strong> A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A) Whether every resort operations manager should be added to all position-change workflows during remediation.
B) Whether the workflow notification text tells users that banquet requests may remain with HR coordination.
C) Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.
D) Whether HR coordination can approve all position changes centrally until seasonal validation begins.

4. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:

A) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
B) It prevents business unit values from being used in employee imports.
C) It is less appropriate because corporate HR must always approve regulated position changes.
D) It is less appropriate because branch positions cannot participate in any Employee Central workflow.

5. <strong>CHALLENGE 4 &#x2014; Position Change Routing for District Review</strong> A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

A) Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.
B) Whether HR services can approve all position changes centrally until broader district validation begins.
C) Whether every district manager should be added to all position-change workflows during UAT.
D) Whether the workflow notification text tells users that mobile repair requests may remain with HR services.

Solutions: