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

2. A consultant is validating position maintenance in a public cloud SAP SuccessFactors Employee Central and Position Management environment before a reorganization freeze ends. In the web-based UI, managers can create new positions, but some newly created positions remain in a draft-like state and cannot be used in downstream planning activities even though the save action completes without error.
Older positions created earlier in the project are available as expected. The customer confirms that the affected positions are all created under a newly introduced position category. The business wants a fix that keeps the category structure intact and avoids asking users to recreate positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Review the configuration dependency tied to the new position category and correct the setting that controls whether saved positions become usable for downstream planning.
B) Grant managers broader access to planning activities so the newly created positions become selectable despite their current state.
C) Export the affected positions, change their identifiers externally, and reload them under a different category structure.
D) Ask managers to keep using the older position categories until the new category can be removed from the design.

3. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A) Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.
B) Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.
C) Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.
D) Grant broad visibility because complete case execution is more important than legal entity boundary evidence.

4. <strong>CHALLENGE 2 &#x2014; Department Position Control for Manager Updates</strong> A department manager can initiate a position update for one clinic department, but a comparable update in a rehabilitation department remains with HR shared services instead of reaching the expected reviewer. HR suggests completing the remaining updates centrally to keep the schedule.
Which response best preserves the value of the validation cycle?
Response:

A) Validate position department context and manager responsibility assignments before deciding whether HR completion is appropriate.
B) Assign every department manager to all open position updates so that no request remains with HR shared services.
C) Allow HR shared services to complete the remaining updates centrally because the position records can still be changed.
D) Stop position-update testing until every department and manager record in the network is manually reviewed.

5. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> HR operations proposes a temporary permission change that lets regional managers view all surge-team records while keeping standard claims records restricted by region. The proposal would clear blocked assignments quickly.
Which concern should drive the consultant&#x2019;s recommendation?
Response:

A) The proposal should be accepted because surge-team positions are temporary and do not require governance evidence.
B) The proposal is unacceptable because regional managers should never participate in position validation.
C) The proposal may preserve some claims restrictions but still obscure whether surge-team target populations follow the intended regional coverage model.
D) The proposal proves that the original permissions are correct because only surge-team records need expansion.

Solutions: