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

1. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A) Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
B) Whether every regional claims manager should be added to all position-change workflows during SIT.
C) Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
D) Whether the workflow notification text tells users that underwriting requests may remain with HR operations.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of future-dated probation-end corrections before a monthly HR control check. The file processes successfully for most employees, but several rows complete with warnings and leave the affected records unchanged. All warning rows belong to employees who already have approved future workflow requests for employment-status adjustments in the same effective period.
The customer wants the probation-end corrections preserved without deleting the already approved future requests, because those requests are part of an approved workforce plan. They also do not want a standing manual exception process for employees with future approved actions. The consultant must restore a repeatable administrative load that respects lifecycle controls in the web-based environment.
What is the best next step?
Response:

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

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is validating a restructuring preparation process in the web-based UI. HR specialists update a position to mark it as shared during a temporary coverage arrangement. The position update saves successfully, and the new status is visible on the position record, but the expected downstream availability change for related staffing preparation does not occur.
Existing shared positions created earlier in the project behave correctly. The customer wants to preserve the position-driven operating model and does not want HR specialists to maintain downstream readiness manually, because the same setup will be used during quarterly planning cycles. The affected records were all created from a newly introduced position template.
What is the best first action?
Response:

A) Ask HR specialists to update downstream staffing readiness manually for all shared positions created from the new template.
B) Recreate the affected shared positions with older templates so the downstream behavior matches earlier project records.
C) Review the dependency between the new position template and downstream readiness handling, then correct the configuration or binding used for shared-position processing.
D) Give staffing users broader access so they can work with positions even when downstream readiness is not updated correctly.

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

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

Solutions: