SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:

1. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-submitted temporary role changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the request skips the policy-review step whenever the transaction includes both a temporary end date and a position-linked reporting change.
Similar requests for existing populations still include the policy review as designed. The customer wants to keep the shared workflow framework because separate regional workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without changing the underlying business process design.
What is the best corrective action?
Response:

A) Ask managers in the new regional population to submit these cases through HR administrators until the routing design is simplified later.
B) Add the policy reviewer directly to the final approval step so affected requests still receive additional oversight before completion.
C) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date and position-linked reporting change.
D) Create a separate regional workflow so requests from the new population always include the policy-review step.

2. <strong>CHALLENGE 3 &#x2014; District Manager Access for Municipal Boundaries</strong> A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station 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 mobile repair 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 creation import should be reloaded before any access testing continues.
D) Whether HR services can review the mobile repair position instead of the district manager during UAT.

3. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A claims manager argues that surge-team position context is less important because surge employees are temporary and assignments can be corrected later. The next validation cycle will use the same records for policy renewal staffing scenarios.
What is the best response?
Response:

A) Grant HR operations permanent access to all surge-team records so they can adjust context whenever needed.
B) Replace all surge-team positions with generic claims positions so later scenarios can reuse a simpler model.
C) Defer surge-team context validation because temporary employees do not affect regional staffing decisions.
D) Validate surge-team position context now because the same records will drive later assignment review, access boundaries, and routing behavior.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
B) Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
C) Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.
D) Export the affected positions, assign them new identifiers, and reload them under a different position type.

5. 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) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
C) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
D) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.

Solutions: