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

2. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position&#x2019;s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A) Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.
B) Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.
C) Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.
D) Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.

3. A consultant is validating a controlled correction process in a web-based SAP SuccessFactors Employee Central tenant before the first monthly audit run. HR operations users can search and open employee records for all approved populations. For one restricted group, they can enter changes and reach the preview screen, but when they attempt to submit, the action returns them to the record without saving.
HR administrators can submit the same correction successfully. The customer wants the approved operations team to manage this restricted group only for the audit-related monthly process and does not want broad administrator access copied to them. The consultant must restore repeatable execution while preserving the stricter control boundary around that population.
What is the best corrective action?
Response:

A) Temporarily reclassify the restricted population into the general operations scope during the audit cycle and restore it afterward.
B) Ask HR administrators to process the restricted group each month while operations handles the remaining populations.
C) Review the operations role&#x2019;s submit-level permission and target-population scope for the specific correction process, then adjust only the authorized execution scope for that restricted group.
D) Copy the HR administrator role to the operations team for the audit month so the submission can complete for the restricted group.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A) Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
B) Recreate all positions from the newer configuration set using the same method as the earlier working positions.
C) Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
D) Give staffing users broader search access so newly approved positions appear regardless of process status.

5. A consultant is validating a new-country transfer setup in SAP SuccessFactors Employee Central before a phased rollout. In the public cloud web-based UI, managers can launch the transfer action and complete employee selection, but when they open the employment details section, one required field group is shown in the correct place yet remains non-editable for the new country only.
Other countries allow the same field group to be updated during transfer. The customer confirms that the field group must stay editable because later approval routing depends on the values entered there. They do not want a country-specific manual correction step or a separate transfer design. The issue began after the latest country setup changes were introduced.
What should the consultant investigate first?
Response:

A) Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.
B) Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.
C) Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.
D) Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.

Solutions: