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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. <strong>CHALLENGE 3 &#x2014; Role-Based Access Boundaries for HR Operations</strong> Two governance goals compete during testing: HR specialists need enough access to complete assigned validation tasks, while regional employee and position data should remain restricted to the correct operating area.
Which option best handles this governance-versus-governance prioritization?
Response:

A) Keep current permissions unchanged and treat any blocked HR activity as evidence that the configuration is secure.
B) Configure access around intended regional responsibility and use representative users to confirm both task completion and boundary enforcement.
C) Prioritize validation speed by giving HR specialists cross-region access and tracking any inappropriate use manually.
D) Prioritize data restriction by removing HR specialist access until regional managers complete their own validation.

3. <strong>CHALLENGE 3 &#x2014; Terminal Manager Access for Operational Boundaries</strong> Terminal managers request broader visibility across all dockside, customs, and maintenance positions so they can help clear design validation items. The HR governance owner wants terminal-level access boundaries to remain visible during the design cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Restrict terminal managers from all maintenance positions until dockside validation is fully complete.
B) Validate assigned-scope access and target populations with representative terminal managers before considering any limited exception.
C) Keep current access unchanged and classify all blocked design items as evidence that the terminal model is secure.
D) Grant cross-terminal access temporarily and rely on post-design review to identify any inappropriate record visibility.

4. 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) 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.
B) Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.
C) Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.
D) Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.

5. A consultant is validating a manager-led data change process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select the employee&#x2019;s company and location, but for one newly activated regional structure the legal entity list is incomplete and excludes the entity that should be available for the intended organizational combination. The same process works correctly in other structures.
HR leadership confirms the missing legal entity was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden legal-entity availability across unrelated structures or use temporary placeholder values during transactions. The consultant must identify the best corrective action without redesigning the process.
What is the best next step?
Response:

A) Ask managers to choose a temporary legal entity and let HR operations correct the final value after the transaction is completed.
B) Review the organizational associations for company, location, and legal entity in the new regional structure, then correct the relationship controlling filtered legal-entity availability.
C) Broaden legal-entity visibility for all nearby regional structures so managers can always find the missing value during the process.
D) Create duplicate legal-entity records for the new regional structure so the intended value appears separately in the filtered list.

Solutions: