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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 controlled correction process in a web-based SAP SuccessFactors Employee Central tenant before the first monthly audit run. HR operations users can search and open employee records for all approved populations. For one restricted group, they can enter changes and reach the preview screen, but when they attempt to submit, the action returns them to the record without saving.
HR administrators can submit the same correction successfully. The customer wants the approved operations team to manage this restricted group only for the audit-related monthly process and does not want broad administrator access copied to them. The consultant must restore repeatable execution while preserving the stricter control boundary around that population.
What is the best corrective action?
Response:

A) Temporarily reclassify the restricted population into the general operations scope during the audit cycle and restore it afterward.
B) Copy the HR administrator role to the operations team for the audit month so the submission can complete for the restricted group.
C) Ask HR administrators to process the restricted group each month while operations handles the remaining populations.
D) Review the operations role’s submit-level permission and target-population scope for the specific correction process, then adjust only the authorized execution scope for that restricted group.

2. A consultant is loading position updates into a public cloud SAP SuccessFactors Employee Central tenant before a scheduled workforce planning review. The import completes with mixed results: some records update, but many fail because parent position references are invalid. The customer wants the upload corrected quickly, yet they also want to avoid breaking existing reporting relationships or manually editing large volumes in the web UI.
A review shows that the failed records are mostly new child positions whose parent positions were included in the same file but appear later in the sequence. The consultant must choose a fix that restores consistency with the least operational risk.
Which action is the best next step?
Response:

A) Remove the parent position column from the file so all records load, then rebuild the hierarchy manually after the planning review.
B) Split the load so parent positions are created or updated first, then load dependent child positions after the hierarchy references are valid.
C) Disable hierarchy validation for the import cycle so the system accepts all position updates in one pass.
D) Retry the same file with administrator access because import failures involving hierarchy fields are often permission-related.

3. A consultant is testing a new hiring transaction in SAP SuccessFactors Employee Central Core and Position Management in a public cloud tenant. During validation, the transaction stops at save with a message that the selected legal entity cannot be used with the chosen business unit and location combination.
The customer recently loaded updated corporate data through an administrative import and wants the issue fixed before user acceptance testing starts. The same location worked in an older test case last week. The project lead wants the smallest change that restores valid hiring behavior without weakening the customer’s organizational data controls or creating duplicate foundation records.
Which action should the consultant take first?
Response:

A) Review the imported foundation object relationships and correct the affected legal entity, business unit, and location associations before retesting the transaction.
B) Create a duplicate location record for the legal entity so the hiring transaction can bypass the invalid combination.
C) Remove the business unit field from the hiring transaction so the save validation no longer checks the corporate structure.
D) Grant broader transaction permissions to the recruiting users because save errors often result from role restrictions.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A) Create duplicate business unit records for the region so the rehire process can continue without changing current associations.
B) Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
C) Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.
D) Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.

5. A consultant is validating a position-based readiness process before a succession planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction after each position update. The affected records all belong to a segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
B) Review the dependency between the new regional segment and downstream planning-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
C) Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.
D) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

Solutions: