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

1. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.
B) Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
C) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
D) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.

2. A consultant is validating a controlled monthly employee data correction process in a web-based SAP SuccessFactors Employee Central tenant before an audit review. HR operations users can search, open, and edit records for approved populations. For one sensitive compensation-review population, the correction preview shows the intended changes, but the final commit returns an access-scope message and leaves those rows unchanged.
HR administrators can process the same rows successfully.The customer wants the approved operations team to handle this population only for the monthly correction process and does not want full administrator access copied to them. The consultant must restore repeatable execution while preserving the stricter governance boundary around this population.
What is the best corrective action?
Response:

A) Temporarily move the sensitive compensation-review population into the general operations scope during each monthly cycle and restore the restriction afterward.
B) Copy the HR administrator permissions to the operations team during each monthly cycle so the final commit can complete for the affected rows.
C) Ask HR administrators to continue processing the sensitive population every month while operations handles all other populations.
D) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that sensitive population.

3. <strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:

A) Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.
B) Reassign the hidden position to a different supervisor and repeat the review from the original manager account.
C) Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
D) Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.

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

A) Whether the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.
B) Whether every terminal manager should be added to all position-change workflows during design validation.
C) Whether HR data administration can approve all position changes centrally until configuration testing begins.
D) Whether the workflow notification text tells users that maintenance requests may remain with HR data administration.

5. <strong>CHALLENGE 1 &#x2014; District Reference Alignment for Repair Lead Records</strong> During UAT, most employee records can be created successfully, but selected mobile repair lead records show a facility association that does not match the expected district context. Several field service zone values were updated after the early configuration cycle.
Which action best supports a controlled UAT decision?
Response:

A) Rework all district, facility, employee, and position records because any post-configuration field service zone update invalidates the UAT cycle.
B) Continue broader validation because the employee records save successfully and the associations can be reviewed after the next test cycle starts.
C) Give district managers access to all mobile repair records so they can manually review and correct facility associations.
D) Compare affected records against active district, facility, and field service zone values, then correct only records with confirmed dependency impact.

Solutions: