Learn with SAP : C_THR81 training material for 100% pass

SAP C_THR81 Exam Overview:

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 manager-driven internal movement process in a public cloud SAP SuccessFactors Employee Central Core tenant before a pilot launch. In the web-based UI, the transaction saves for all tested employees, but for one newly introduced employee category the expected post-save update to a related employment information field does not occur when the movement reason is marked as temporary.
Permanent movement reasons work correctly for the same category, and older employee categories behave as expected for both cases. The customer wants to keep a single standardized movement process across the tenant and does not want HR operations to repair the related field manually after each temporary movement.
What should the consultant investigate first?
Response:

A) Review the transaction configuration or derivation dependency for temporary movement reasons in the newly introduced employee category, then correct the post-save update logic.
B) Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.
C) Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.
D) Reclassify employees in the new category into an older category during temporary moves so the existing update behavior can be reused.

2. A consultant is testing a workflow for manager-submitted temporary reporting-line adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
B) Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.
C) Create a separate workflow for the new operational population so the intermediate review is always included for those requests.
D) Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.

3. <strong>CHALLENGE 3 &#x2014; District Manager Access for Store Cluster Boundaries</strong> A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the district manager should be given access to all records until the warehouse position list is corrected.
B) Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
C) Whether the employee import template should be reloaded before any access testing continues.
D) Whether HR operations can review the warehouse position instead of the district manager during final testing.

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) Broaden location visibility for all related structures so users see the same combined location list during internal moves.
B) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
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 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> During template validation, HR analysts can create employee records for clinic locations, but rehabilitation-center records show different required-field behavior. Recent configuration notes show that some location-related values were refreshed after employee and position validation began.
Which action best supports a controlled readiness decision?
Response:

A) Pause all validation and rebuild every location, department, employee, and position record from the beginning.
B) Continue testing because the records save successfully and required-field behavior can be reviewed after rollout.
C) Compare affected records against active location and department values, then correct only records with confirmed dependent-data impact.
D) Give HR analysts broader edit access so they can manually complete the missing fields during validation.

Solutions: