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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-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position’s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A) Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.
B) Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
C) Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
D) Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.

2. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> A project coordinator proposes a temporary role that lets HR shared services view all employee and position records across the network. The coordinator argues that this will prevent delays before the next validation group joins testing.
Why is this option less appropriate?
Response:

A) It reduces the ability to confirm whether location-based target populations and role assignments support the intended operating model.
B) It requires all department managers to approve records before HR shared services can view them.
C) It prevents HR shared services from completing employee data changes in the preproduction tenant.
D) It forces the team to reload location and department values before permission roles can be tested.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary supervisory changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes directly to the standard approval path instead of the intended review queue whenever both a temporary end date and a position-linked organizational impact are present.
Existing populations with the same combination still use the intended review path. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the overall business process.
What is the best corrective action?
Response:

A) Add the intended review queue members to the standard approval path so affected requests still receive additional oversight.
B) Create a separate workflow for the new operating population so the intended review path is always used for those requests.
C) Ask managers in the new population to submit those requests through HR administrators until the routing design can be simplified 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 organizational impact.

4. A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
B) Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
C) Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
D) Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.

5. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> The remediation team can save an insurance division position change, but the transaction remains with corporate HR administrators instead of reaching the expected compliance reviewer. The project sponsor asks whether HR can verify the change offline to keep the review schedule.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Stop all branch and insurance position testing until every position record is rebuilt.
B) Proceed with offline HR verification because it protects the review schedule and the position change can be saved.
C) Open all insurance positions to compliance managers temporarily so they can confirm changes faster.
D) Narrow the remediation set and verify representative insurance position changes in the system before relying on offline confirmation.

Solutions: