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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) 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.
B) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.
C) Create a separate workflow for the new operational population so those requests always include the risk-review step.
D) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.

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

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

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) Give staffing users broader access so they can work with positions even when downstream readiness is not updated correctly.
B) Ask HR specialists to update downstream staffing readiness manually for all shared positions created from the new template.
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) Recreate the affected shared positions with older templates so the downstream behavior matches earlier project records.

4. <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.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A) Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.
B) Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.
C) Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.
D) Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.

Solutions: