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

1. <strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
B) Delay all testing until every employee and position record across the full company is reloaded and reviewed.
C) Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
D) Allow managers to view all positions during testing, then restore regional filtering before production preparation.

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

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

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

A) Close workflow validation because at least one corrected underwriting change reached the expected reviewer.
B) Retest representative position-change transactions across affected underwriting contexts and compare reviewer outcomes.
C) Apply the same position-context correction to every underwriting record and assume routing will align after refresh.
D) Remove HR operations visibility from pending workflow requests so regional review becomes the only visible path.

4. 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) Create a separate workflow for the new support population so the control review is always included for those requests.
B) Add the control reviewers directly to the final approval stage so affected requests still receive some oversight before completion.
C) Ask managers in the new support population to stop using temporary supervisory coverage requests until the workflow model is revised later.
D) 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.

5. A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A) Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.
B) Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.
C) Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.
D) Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.

Solutions: