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

1. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
B) Compliance reviewers receive notification emails for some successful branch employee changes.
C) Corporate HR can approve every pending request before the remediation summary is submitted.
D) The team can manually list which insurance requests remain pending with corporate HR.

2. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reactivation process before a controlled staffing restart. In the web-based UI, HR specialists can change selected positions from inactive to active and save successfully. The active status is visible on the position record, but for a subset of reactivated positions the expected availability for downstream nomination activity does not return, and planners still cannot use them in the next preparation step.
Older reactivated positions behave correctly. The customer confirms the affected records belong to a newly introduced position class used for temporary expansion roles and wants to keep that class because planning reports depend on it. The consultant must restore correct lifecycle behavior without requiring planners to track usable positions manually.
What is the best first action?
Response:

A) Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.
B) Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.
C) Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.
D) Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.

3. A consultant is supporting a scheduled import of future-dated employee job-profile corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for manager changes in the same effective period.
The customer wants the job-profile corrections preserved without deleting the approved future manager changes, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A) Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.
B) Exclude employees with approved future workflow requests from all future job-profile imports and require HR administrators to maintain those cases manually.
C) Adjust the import handling for employees with overlapping approved future changes so the job-profile correction fits into the effective-dated timeline without replacing later records.
D) Delete the approved future manager-change workflow requests, then rerun the warning rows so the job-profile correction can load without conflict.

4. <strong>CHALLENGE 2 &#x2014; Position Context for Engineering Center Assignments</strong> Engineering-center positions are available during transfer assignment, but some assigned employees show a plant context that does not match the engineering department model. Production position transfers behave as expected.
Which validation action best distinguishes position-context behavior from a general employee update concern?
Response:

A) Ask corporate HR analysts to complete all engineering transfers centrally until the weekly planning review is complete.
B) Convert the affected engineering positions into production positions so they follow the working production transfer pattern.
C) Remove plant context from engineering positions so that assignment can be completed without plant review.
D) Test representative engineering position assignments and manager-facing review results against the intended department and plant context.

5. <strong>CHALLENGE 3 &#x2014; District Manager Access for Store Cluster Boundaries</strong> A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

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

Solutions: