C_THR81 Employee Central Core Practice Question
A SuccessFactors administrator is configuring the 'Job Information' portlet and needs to ensure that when an employee's 'Employee Class' changes from 'Regular' to 'Temporary', the system automatically updates the 'Probation End Date' to be 90 days from the change date. The administrator plans to use a business rule. Which two configurations are required to achieve this? (Choose two.)
⚠ Common exam trap
Many candidates confuse notification or validation with automated field updates, or thinking a scheduled job would suffice, when the requirement demands an immediate, event-driven calculation.
Answer choices
Why each option matters
Answer the question above first, then reveal the full breakdown to understand why each option is right or wrong.
Correct answer & explanation
✓
In the business rule, set the 'Probation End Date' field to the current date plus 90 days using a calculated expression.
To automatically update Probation End Date when Employee Class changes, you need a business rule that triggers on the onChange event of the Employee Class field. The rule must then calculate the new date as current date plus 90 days and set the Probation End Date field. These two configurations together ensure the field is updated precisely when the triggering change occurs.
Answer analysis
Option-by-option breakdown
For each option: why learners choose it and why it is or isn't the right answer here.
- ✗
Use a scheduled job to run daily and update the Probation End Date for all employees whose Employee Class is 'Temporary'.
Why it's wrong here
A scheduled job runs at fixed intervals and would not immediately react to the change. It could cause delays and would update all temporary employees, not just those who just changed. The requirement is for an immediate, event-driven update when the Employee Class changes, which a scheduled job does not provide.
- ✗
Create a workflow that sends an email notification to the HR administrator whenever Employee Class changes.
Why it's wrong here
A workflow sends notifications but does not automatically update the Probation End Date field. The requirement is for the system to update the date automatically, not to notify someone. Workflows are for approvals or alerts, not for field calculations.
- ✓
In the business rule, set the 'Probation End Date' field to the current date plus 90 days using a calculated expression.
Why this is correct
The rule must calculate the new probation end date as the current date plus 90 days. Using a calculated expression with the 'addDays' function or similar date arithmetic ensures the correct value is set. This action directly fulfills the requirement to update the field when the condition is met.
- ✗
Configure a field-level validation rule on the 'Employee Class' field to restrict values to 'Regular' and 'Temporary'.
Why it's wrong here
A validation rule restricts allowed values but does not trigger any update to another field. While it might be good practice to limit values, it does not satisfy the requirement to automatically set the Probation End Date when the class changes. Validation is for data integrity, not for automation of field updates.
- ✓
Create a business rule on the Job Information object that triggers on the 'onChange' event of the 'Employee Class' field.
Why this is correct
An onChange business rule on the Employee Class field will fire when the field value changes, allowing the system to detect the change from Regular to Temporary. This is the correct trigger because the rule must execute specifically when Employee Class is modified, not on every save or on other events.
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JA
Written and reviewed by Johnson Ajibi, MSc IT Security
Senior Network & Security Engineer · founder of Courseiva
Last reviewed September 2026 · checked against the official SAP exam blueprint
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