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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; Engineering Department References for Transfer Records</strong> During hypercare, most transfer-related employee updates process successfully, but selected engineering-center employees show an unexpected plant association in manager-facing review. Engineering department values were adjusted during final cutover preparation.
Which action best supports a controlled stabilization path?
Response:

A) Give plant managers access to all engineering employee records so they can review and correct the plant association manually.
B) Continue active transfer processing because the employee updates saved and the plant association can be reviewed later.
C) Compare affected records against active plant and engineering department values, then correct only records with confirmed dependency impact.
D) Reprocess all transfer-related employee and position records because any final cutover department adjustment invalidates the live dataset.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-end corrections before a monthly HR control check. The file processes successfully for most employees, but several rows complete with warnings and leave the affected records unchanged. All warning rows belong to employees who already have approved future workflow requests for employment-status adjustments in the same effective period.
The customer wants the probation-end corrections preserved without deleting the already approved future requests, because those requests are part of an approved workforce plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

A) Retry the warning rows with a broader administrative role so the import can override the approved future state for this cycle.
B) Adjust the import handling for employees with overlapping approved future changes so the probation-end correction fits into the effective-dated timeline without replacing later records.
C) Exclude employees with approved future workflow requests from all future probation imports and require HR administrators to maintain those cases manually.
D) Delete the approved future employment-status workflow requests, then rerun the warning rows so the probation-end corrections can load without conflict.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of organizational assignments before a payroll preparation cycle. The import completes, but several rows are marked as skipped rather than failed. The skipped records all belong to employees whose future organizational changes were already approved earlier in the month.
HR operations wants the current correction loaded now, but the customer does not want approved future changes removed or replaced. The web-based environment is stable, and the same file updates other employees correctly. The consultant must restore repeatable monthly processing without flattening the employee timeline or forcing manual edits for the affected population.
What is the best next action?
Response:

A) Load the skipped rows with today&#x2019;s date only, then rebuild the future organizational changes after payroll preparation is complete.
B) Delete the approved future changes for the affected employees, then rerun the same file so the skipped rows can load normally.
C) Adjust the import handling for the skipped employees so the current correction fits the existing future-dated sequence without overwriting approved later records.
D) Split the skipped rows into a separate file and route them to HR administrators for manual web-based maintenance each month.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee&#x2019;s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
B) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
C) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Broaden location visibility for all related structures so users see the same combined location list during internal moves.

5. A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A) Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.
B) Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
C) Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
D) Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.

Solutions: