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

1. A consultant is validating a position archival process in SAP SuccessFactors Employee Central and Position Management before a quarterly structure cleanup. In the public cloud web-based environment, HR specialists can change selected positions to an archived status and save successfully. The archived status is visible on the position record, but for a subset of archived positions the expected restriction on reuse does not apply, and those positions still appear selectable during later planning preparation.
Older archived positions behave correctly. The customer confirms the affected positions belong to a newly introduced position category used for short-term project roles and wants to keep that category because reporting depends on it. The consultant must restore correct archival behavior without asking planners to manually screen out invalid positions.
What should the consultant investigate first?
Response:

A) Review the dependency between the new position category and archival-state enforcement, then correct the configuration controlling reuse restrictions after save.
B) Recreate the affected positions under an older category so archival behavior matches existing records immediately.
C) Remove the archived status from the process and instruct users to track obsolete positions outside the system during cleanup.
D) Ask planners to verify every archived project-role position manually before using any list in planning preparation.

2. A consultant is validating a manager-led data change process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select the employee’s company and location, but for one newly activated regional structure the legal entity list is incomplete and excludes the entity that should be available for the intended organizational combination. The same process works correctly in other structures.
HR leadership confirms the missing legal entity was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden legal-entity availability across unrelated structures or use temporary placeholder values during transactions. The consultant must identify the best corrective action without redesigning the process.
What is the best next step?
Response:

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

3. A consultant is validating position maintenance in a public cloud SAP SuccessFactors Employee Central and Position Management environment before a reorganization freeze ends. In the web-based UI, managers can create new positions, but some newly created positions remain in a draft-like state and cannot be used in downstream planning activities even though the save action completes without error.
Older positions created earlier in the project are available as expected. The customer confirms that the affected positions are all created under a newly introduced position category. The business wants a fix that keeps the category structure intact and avoids asking users to recreate positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Export the affected positions, change their identifiers externally, and reload them under a different category structure.
B) Review the configuration dependency tied to the new position category and correct the setting that controls whether saved positions become usable for downstream planning.
C) Ask managers to keep using the older position categories until the new category can be removed from the design.
D) Grant managers broader access to planning activities so the newly created positions become selectable despite their current state.

4. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A) Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
B) Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
C) Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
D) Whether every plant manager should be added to all transfer workflows during the hypercare period.

5. <strong>CHALLENGE 3 &#x2014; District Manager Access for Municipal Boundaries</strong> A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the district manager should be given access to all records until the mobile repair position list is corrected.
B) Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
C) Whether the employee creation import should be reloaded before any access testing continues.
D) Whether HR services can review the mobile repair position instead of the district manager during UAT.

Solutions: