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

1. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary manager reassignment requests. In the web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked reporting change are routed to the standard manager-approval path instead of the intended risk-review step.
Existing populations with the same combination still route through the risk-review step. The customer wants to preserve the shared workflow model because creating separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing issue without changing the business process design.
What is the best corrective action?
Response:

A) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.
B) Create a separate workflow for the new operational population so those requests always include the risk-review step.
C) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.
D) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date with position-linked reporting change.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee organizational corrections before a monthly reconciliation cycle. The file runs in the web-based environment and reports successful completion, but several rows are processed with warnings and leave the target values unchanged. The affected employees all have pending future organizational moves already recorded for a later effective date. Other employees in the same file update correctly.
The customer wants the current corrections loaded without deleting or changing the approved future moves, and they do not want a separate manual exception process each month. The consultant must choose an action that preserves timeline integrity and keeps the administrative load repeatable.
What is the best next step?
Response:

A) Adjust the import handling for employees with future-dated organizational moves so the current correction can coexist with the existing approved timeline.
B) Retry the warning rows under a higher-access role so the import can override the future organizational state for the current cycle.
C) Route the warning rows to HR administrators for manual correction each month and keep those employees out of future import files.
D) Delete the pending future organizational moves for the affected employees, then rerun the warning rows so the current corrections can load cleanly.

3. A consultant is validating controlled data maintenance in a web-based SAP SuccessFactors Employee Central tenant before monthly administration begins. HR operations users can update employee records for most populations, but for one restricted population the edit action is visible and opens correctly while the final save is blocked.
HR administrators can complete the same update for those records. The customer wants the approved operations team to maintain that restricted population only for a defined administrative process, without extending broad HR administrator access or removing the protection boundaries already in place. The consultant must restore the process in a repeatable way for monthly use.
What is the best corrective action?
Response:

A) Ask HR administrators to complete the restricted updates each month and let operations users handle the rest of the population.
B) Copy the HR administrator permission set to the operations team so the save action works for the restricted population immediately.
C) Temporarily move the restricted population into the general operations scope during each monthly maintenance cycle and restore the boundary afterward.
D) Review the operations role permissions and target population scope for the specific maintenance process, then adjust only the authorized update access needed for that restricted group.

4. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

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

5. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A) Regional managers receive notification emails for some successful claims position changes.
B) Representative position-change tests show that routing follows regional responsibility when employee and position context align.
C) The team can manually list which underwriting requests are still pending with HR operations.
D) HR operations can approve every pending request before the readiness summary is submitted.

Solutions: