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

1. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A) Representative position-change tests show that routing follows regional responsibility when employee and position context align.
B) HR operations can approve every pending request before the readiness summary is submitted.
C) Regional managers receive notification emails for some successful claims position changes.
D) The team can manually list which underwriting requests are still pending with HR operations.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process for contingent assignment records before a monthly audit window. In the web-based UI, HR operations users can search the affected employees, open the correction page, and edit the required fields. For one protected population tied to executive support roles, the Save button is visible and the change appears to process, but the record reloads with the old values and an authorization-style message is shown.
HR administrators can complete the same update successfully. The customer wants the operations team to manage this protected population only for the approved monthly process and does not want broad administrator access copied to that team. The solution must remain repeatable and preserve the stricter control boundary.
What is the best corrective action?
Response:

A) Copy the HR administrator permissions to the operations team during each monthly cycle so the protected population can be updated without further changes.
B) Review the operations role permissions and target-population scope for the final save step, then adjust only the approved execution scope needed for that protected population.
C) Ask HR administrators to process the protected population each month while operations users continue handling all other populations.
D) Temporarily move the protected population into the general operations scope during each audit cycle and restore the restriction afterward.

3. A consultant is validating a position freeze process in SAP SuccessFactors Employee Central and Position Management before quarter-end planning. In the public cloud web-based environment, HR specialists can update a position to a frozen status and save successfully. The frozen status is visible on the position record, but for a subset of positions the expected restriction on downstream editing does not take effect, and users can still change selected planning-related attributes afterward.
Older positions using a previous configuration path behave correctly. The customer wants the freeze logic corrected without introducing manual monitoring by HR operations, because the same process will be reused during future planning cycles. The affected records were all created under a newly introduced position subtype.
What should the consultant investigate first?
Response:

A) Ask HR operations to review frozen positions manually and reverse any planning changes made after the freeze status is applied.
B) Give planners broader training guidance on which frozen positions should not be edited, even if the fields remain open.
C) Recreate the affected positions under the older subtype so the freeze behavior matches earlier records.
D) Review the dependency between the new position subtype and freeze-state enforcement, then correct the configuration controlling edit restrictions after freeze.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a process where a change to position job classification should update downstream employee eligibility handling before a controlled workforce review. In the web-based UI, HR specialists update the position classification and save successfully. The new classification is visible on the position record, but incumbent employees tied to a subset of those positions do not reflect the expected downstream eligibility change during follow-up validation.
Positions created earlier in the project behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each classification change. The affected records all belong to a newly introduced branch of the position hierarchy added during the latest configuration cycle.
What is the best first action?
Response:

A) Review the dependency between the new hierarchy branch and downstream incumbent alignment, then correct the propagation or binding logic for position classification changes.
B) Ask HR specialists to update the employee eligibility setting manually after each position classification change in the new hierarchy branch.
C) Give managers broader edit access to the related employee eligibility fields so they can repair missing updates directly after position maintenance.
D) Recreate the affected positions under an older hierarchy branch so the current downstream behavior matches previously working records.

5. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A) Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
B) Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
C) Create duplicate location records for the new structure so the intended value appears separately in the selection list.
D) Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.

Solutions: