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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. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

A) Ask managers to choose a temporary business unit and let HR operations correct the final value after the transaction is completed.
B) Create duplicate business-unit records for the new structure so the intended value appears separately in the selection list.
C) Broaden business-unit visibility for all related structures so managers can always find the missing value during organizational moves.
D) Review the organizational associations for company, department, and business unit in the new structure, then correct the relationship controlling filtered business-unit availability.

2. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Resort Review</strong> After a targeted correction to banquet position context, one position change routes to the expected resort manager. Another comparable banquet change still remains with HR coordination.
Which next step best avoids a partial-fix trap?
Response:

A) Remove HR coordination visibility from pending workflow requests so resort review becomes the only visible path.
B) Retest representative position-change transactions across affected banquet contexts and compare reviewer outcomes.
C) Apply the same position-context correction to every banquet record and assume routing will align after refresh.
D) Close workflow validation because at least one corrected banquet change reached the expected reviewer.

3. <strong>CHALLENGE 1 &#x2014; Engineering Department References for Transfer Records</strong> Production transfers and engineering-center transfers use the same employee update process, yet only some engineering-center records show incorrect plant context after review. Corporate HR wants to avoid broad reprocessing unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether corporate HR analysts can manually override plant association during the weekly planning cycle.
B) Whether affected records reference plant or engineering department values adjusted during final cutover preparation.
C) Whether all workflow notifications for engineering transfers use the same message template.
D) Whether plant managers can approve engineering transfers without reviewing employee position context.

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) Broaden location visibility for all related structures so users see the same combined location list during internal moves.
C) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.

5. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text clearly explains that approver assignment may vary during testing.
B) Whether HR specialists can bypass the approval step for test records until routing is stabilized.
C) Whether all regional managers can be added as approvers to every position-change workflow.
D) Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.

Solutions: