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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 position maintenance in a public cloud SAP SuccessFactors Employee Central and Position Management environment before a reorganization freeze ends. In the web-based UI, managers can create new positions, but some newly created positions remain in a draft-like state and cannot be used in downstream planning activities even though the save action completes without error.
Older positions created earlier in the project are available as expected. The customer confirms that the affected positions are all created under a newly introduced position category. The business wants a fix that keeps the category structure intact and avoids asking users to recreate positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Review the configuration dependency tied to the new position category and correct the setting that controls whether saved positions become usable for downstream planning.
B) Grant managers broader access to planning activities so the newly created positions become selectable despite their current state.
C) Ask managers to keep using the older position categories until the new category can be removed from the design.
D) Export the affected positions, change their identifiers externally, and reload them under a different category structure.

2. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> Claims employees and underwriting support employees use the same employee creation process, yet only some underwriting records show unexpected regional context during review. HR operations wants to avoid broad reference rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether affected records reference region or underwriting support values that were revised after the initial configuration cycle.
B) Whether HR operations can manually override service-line association during policy renewal staffing validation.
C) Whether all workflow notifications for underwriting support changes use the same message template.
D) Whether regional claims managers can approve underwriting position changes without reviewing employee context.

3. A consultant is validating a position-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position&#x2019;s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A) Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.
B) Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.
C) Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
D) Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position retirement process before a year-end structure cleanup. In the web-based UI, HR specialists can mark selected positions as retired and save successfully. The retired status is visible on the position record, but for a subset of those positions the expected restriction on future occupancy planning does not take effect, and planners can still include them in next-cycle planning selections.
Older retired positions behave correctly. The customer confirms the affected records belong to a newly introduced position classification used for project-based roles and wants to keep that classification because reporting depends on it. The consultant must restore the expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A) Ask planners to maintain a manual list of retired project-role positions and remove them from planning selections before each cycle.
B) Recreate the affected positions under an older classification so the existing retirement behavior applies immediately.
C) Review the dependency between the new position classification and retirement-state enforcement, then correct the configuration controlling future occupancy planning restrictions after save.
D) Give planners broader permissions so they can decide case by case whether retired positions should remain selectable during planning.

5. A consultant is validating a manager-led organizational 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 activated operating structure the department list includes valid-looking departments from a neighboring structure. The process remains usable, but testers are choosing incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed department set. The customer wants the issue fixed without broadening department visibility across unrelated structures and without creating a separate reassignment design for the new rollout group. Reporting integrity and approval routing depend on correct department selection.
What is the best next step?
Response:

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

Solutions: