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

1. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether HR shared services can complete all rehabilitation-center records without manager participation.
B) Whether the workflow notification for rehabilitation-center employees uses the correct message text.
C) Whether the affected employee records reference location and department values that were active and aligned when validation began.
D) Whether department managers should be removed from validation until the template is finalized.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary assignment changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the transaction routes directly to the final approver when both a temporary assignment flag and a position-linked change are included.
Other populations with the same combination still pass through the intended intermediate review step. The customer wants to preserve the shared workflow model because separate regional workflows would increase maintenance effort after go-live. The consultant must correct the routing without changing the underlying business process design.
What is the best corrective action?
Response:

A) Create a separate regional workflow so requests from the new population always include the intermediate review step.
B) Ask managers in the new regional population to submit these requests through HR administrators until the workflow design can be simplified later.
C) Add the intermediate reviewer directly to the final approval step so all affected requests still receive additional oversight.
D) Review the routing rule or condition precedence for the new regional population, then correct the logic for requests that combine temporary assignment with a position-linked change.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A) Build a separate regional workflow so the compliance review step can be forced for that population.
B) Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
C) Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.
D) Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.

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

5. <strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> Plant managers request temporary access to all engineering and production positions so they can help close open hypercare cases. The HR governance lead wants plant-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.
B) Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.
C) Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.
D) Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.

Solutions: