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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) The team can manually list which underwriting requests are still pending with HR operations.
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) Representative position-change tests show that routing follows regional responsibility when employee and position context align.

2. A consultant is testing a workflow for manager-submitted temporary supervisory coverage changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added support population, requests that include both a temporary end date and a position-linked approval impact bypass the intended control review and go straight to the final approval stage.
Existing populations with the same combination still pass through control review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Add the control reviewers directly to the final approval stage so affected requests still receive some oversight before completion.
B) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
C) Ask managers in the new support population to stop using temporary supervisory coverage requests until the workflow model is revised later.
D) Create a separate workflow for the new support population so the control review is always included for those requests.

3. A consultant is supporting a scheduled public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:

A) Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.
B) Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.
C) Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
D) Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.

4. 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) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
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) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.

5. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A) Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
B) Apply the same position-reference correction to every surge-team position and assume all manager views will align.
C) Close surge-team validation because one corrected assignment now reviews correctly.
D) Retest representative surge-team assignments across affected regional contexts and compare review outcomes.

Solutions: