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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; Facilities Position Context for Building Teams</strong> Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A) Remove campus context from facilities positions so assignment can be completed without campus-based validation.
B) Ask HR administration to complete all facilities assignments centrally until formal validation starts.
C) Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.
D) Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.

2. <strong>CHALLENGE 2 &#x2014; Department Position Control for Manager Updates</strong> Position-update transactions are inconsistent only when the department context differs from the manager responsibility assignment prepared earlier. One update works, while another comparable update remains pending with HR shared services.
What is the most appropriate validation checkpoint?
Response:

A) Confirm that HR shared services users can approve the position update if the department manager does not receive it.
B) Confirm that the position record, department context, and assigned manager responsibility align for the affected transaction.
C) Confirm that the position update form contains all mandatory fields before submission.
D) Confirm that all managers can see the same list of position updates across the full network.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
B) Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
C) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
D) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.

4. <strong>CHALLENGE 2 &#x2014; Warehouse Position Context for Shift Lead Assignments</strong> Warehouse shift-lead positions are available during employee assignment, but some assigned employees show a district context that does not match the warehouse staffing model. Store associate assignments behave as expected.
Which validation action best distinguishes position-context behavior from a general employee import concern?
Response:

A) Convert the affected warehouse positions into store positions so they follow the working store associate pattern.
B) Ask HR operations to complete all warehouse assignments centrally until final manager testing is complete.
C) Remove district context from warehouse positions so that assignment can be completed without district validation.
D) Test representative warehouse position assignments and manager-facing review results against the intended warehouse location and district context.

5. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A) Restrict HR shared-services access further until department managers complete all location-specific validation.
B) Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
C) Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
D) Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.

Solutions: