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

1. A consultant is validating a position hold process in SAP SuccessFactors Employee Central and Position Management before a quarterly planning freeze. In the public cloud web-based environment, HR specialists can place selected positions on hold and save successfully. The hold status is visible on the position record, but for a subset of those positions the expected restriction on downstream replacement planning does not apply, and planners can still mark them for upcoming action.
Older on-hold positions behave correctly. The customer confirms the affected records belong to a newly introduced position family used for rotational assignments and wants to keep that family because planning and reporting depend on it. The consultant must correct the issue without requiring planners to monitor held positions manually.
What is the best first action?
Response:

A) Recreate the affected positions under an older family so the existing hold behavior applies immediately.
B) Ask planners to maintain a manual exclusion list of held rotational-assignment positions during the quarterly planning freeze.
C) Give planners broader permissions so they can decide case by case whether held positions should still be used in replacement planning.
D) Review the dependency between the new position family and hold-state enforcement, then correct the configuration controlling replacement-planning restrictions after save.

2. <strong>CHALLENGE 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> The import logs do not show a single rejected file, yet position assignments behave differently depending on which regional values are referenced. The project lead wants to avoid a broad reload unless the second-order cause is clear.
What should the consultant determine first?
Response:

A) Whether HR specialists can edit the employee records directly from the employee profile screen.
B) Whether all regional managers have the same permission role before reviewing imported positions.
C) Whether affected position records reference foundation values that were inactive, missing, or created after the import sequence.
D) Whether workflow approvers can manually reroute affected position changes during the next validation cycle.

3. A consultant is validating a newly enabled internal transfer process in SAP SuccessFactors Employee Central before a controlled rollout. In the public cloud web-based UI, managers can start the transfer and complete the first steps, but for one new country combination the employment details section keeps one required field editable until validation, then turns it read-only before submission. Other country combinations keep the field editable throughout the process.
The customer confirms the field must remain editable because the final value drives downstream approval routing and reporting. They do not want a country-specific transfer variant or a manual correction step after submission. The issue appeared after recent country-specific setup adjustments were introduced for the rollout.
What should the consultant investigate first?
Response:

A) Reload sample employee records from the affected countries so the transfer process rebuilds the field behavior automatically.
B) Grant managers broader employee-maintenance permissions so the field remains editable during the final stage of transfer processing.
C) Review the country-specific transfer setup controlling editability across the action sequence, then correct the dependency that changes the field to read-only before submission.
D) Ask managers to complete the transfer and let HR operations correct the field afterward for the affected country combination.

4. <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 is less appropriate because corporate HR must always approve regulated position changes.
B) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
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.

5. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text clearly explains that approver assignment may vary during testing.
B) Whether HR specialists can bypass the approval step for test records until routing is stabilized.
C) Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.
D) Whether all regional managers can be added as approvers to every position-change workflow.

Solutions: