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

2. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is supporting an administrative load of position status updates before a planning checkpoint. The import file is accepted, but a subset of rows completes with warnings and leaves the affected positions unchanged. The warning pattern appears only for positions that already have pending workflow-driven updates not yet finalized.
Other rows in the same file update successfully. The customer wants the consultant to preserve the controlled approval process for pending position changes and avoid forcing users to cancel those requests just to finish the import. The solution must support future recurring loads without manual cleanup after each cycle.
What is the best next action?
Response:

A) Load the warning rows under a higher-access administrative role so the import can override the pending workflow state during the checkpoint cycle.
B) Remove the affected positions from future import files permanently and require web-based maintenance whenever workflow requests are active.
C) Cancel the pending workflow requests for the affected positions, then rerun the import so the unchanged rows can be updated immediately.
D) Adjust the import approach for positions with pending workflow-driven updates so the administrative load respects the existing in-process state instead of bypassing it.

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

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

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position retirement process before a year-end structure cleanup. In the web-based UI, HR specialists can mark selected positions as retired and save successfully. The retired status is visible on the position record, but for a subset of those positions the expected restriction on future occupancy planning does not take effect, and planners can still include them in next-cycle planning selections.
Older retired positions behave correctly. The customer confirms the affected records belong to a newly introduced position classification used for project-based roles and wants to keep that classification because reporting depends on it. The consultant must restore the expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A) Review the dependency between the new position classification and retirement-state enforcement, then correct the configuration controlling future occupancy planning restrictions after save.
B) Ask planners to maintain a manual list of retired project-role positions and remove them from planning selections before each cycle.
C) Recreate the affected positions under an older classification so the existing retirement behavior applies immediately.
D) Give planners broader permissions so they can decide case by case whether retired positions should remain selectable during planning.

5. <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) Regional managers receive notification emails for some successful claims position changes.
C) Representative position-change tests show that routing follows regional responsibility when employee and position context align.
D) HR operations can approve every pending request before the readiness summary is submitted.

Solutions: