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

1. <strong>CHALLENGE 1 &#x2014; Business Unit References for Insurance Employee Records</strong> During template remediation, most branch employee updates validate correctly, but selected insurance claims supervisor records show a business unit relationship that does not match the expected legal entity context. Insurance division business unit values were adjusted after the initial foundation data load.
Which action best supports a controlled remediation decision?
Response:

A) Continue regulated workforce review because the employee records can be updated and the context can be reviewed later.
B) Compare affected records against active legal entity and business unit values, then correct only records with confirmed dependency impact.
C) Reload all foundation, employee, and position records because any post-load business unit adjustment invalidates the full remediation population.
D) Give compliance managers access to all insurance employee records so they can manually review and correct legal entity context.

2. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A tester suggests changing workflow routing so insurance employee changes always go directly to a compliance reviewer, regardless of employee and position context. This would reduce pending corporate HR items before the regulated review.
Why is this approach less appropriate?
Response:

A) It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
B) It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
C) It prevents HR partners from updating branch employee records.
D) It is less appropriate because corporate HR must always approve insurance employee changes.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A) Build a separate regional workflow so the compliance review step can be forced for that population.
B) Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
C) Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
D) Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
B) Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
C) Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.
D) Export the affected positions, assign them new identifiers, and reload them under a different position type.

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

Solutions: