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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 3 &#x2014; Role-Based Access Boundaries for HR Operations</strong> Support tickets increase because some HR specialists cannot view records they believe they need for validation. A project coordinator suggests temporarily assigning a broader HR role to all regional HR users until testing is complete.
What is the best configuration decision?
Response:

A) Remove regional restrictions from employee records and rely on workflow approvals to control inappropriate changes.
B) Defer permission validation until after position and workflow testing are fully complete.
C) Use broad temporary access because the environment is still preproduction and validation speed is the immediate priority.
D) Adjust target populations and role assignments based on the intended regional responsibilities, then retest with representative HR users.

2. <strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Grant cross-campus access temporarily and rely on post-planning review to identify any inappropriate record visibility.
B) Validate assigned-scope access and target populations with representative operations managers before considering any limited exception.
C) Keep current access unchanged and classify all blocked planning items as evidence that the campus model is secure.
D) Restrict operations managers from all facilities positions until academic department validation is fully complete.

3. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:

A) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
B) It is less appropriate because corporate HR must always approve regulated position changes.
C) It is less appropriate because branch positions cannot participate in any Employee Central workflow.
D) It prevents business unit values from being used in employee imports.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for District Review</strong> A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

A) Whether HR services can approve all position changes centrally until broader district validation begins.
B) Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.
C) Whether the workflow notification text tells users that mobile repair requests may remain with HR services.
D) Whether every district manager should be added to all position-change workflows during UAT.

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary work-arrangement changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes to a general approval step instead of the intended review queue whenever both a temporary end date and a position-related organizational change are present.
Existing populations with the same combination still use the intended review queue. 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 broader process.
What is the best corrective action?
Response:

A) Create a separate workflow for the new operating population so the intended review queue is always used for those requests.
B) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-related organizational change.
C) Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.
D) Ask managers in the new population to submit these requests through HR administrators until the routing design can be simplified.

Solutions: