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

1. <strong>CHALLENGE 3 &#x2014; District Manager Access for Municipal Boundaries</strong> District managers request broader visibility across treatment plant, pumping station, and mobile repair positions so they can help clear UAT items. The HR governance owner wants district-level access boundaries to remain visible during the UAT cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

2. <strong>CHALLENGE 2 &#x2014; Position Context for Engineering Center Assignments</strong> An engineering transfer can be saved, but the manager-facing review later displays inconsistent plant context. The operations director asks whether the team can proceed if corporate HR verifies engineering transfers offline.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed with offline HR verification because it preserves active transfer processing and the transfer record saves successfully.
B) Stop all production and engineering transfers until every position record across the company is rebuilt.
C) Narrow the hypercare validation set and verify representative engineering transfers in the system before relying on offline confirmation.
D) Open all engineering positions to plant managers temporarily so they can confirm transfers faster during hypercare.

3. 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.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A) Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.
B) Whether every operations manager should be added to all position-change workflows during rollout planning.
C) Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
D) Whether the workflow notification text tells users that facilities requests may remain with HR administration.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating employee transfers between organizational units after a recent corporate data maintenance cycle. In the web-based UI, the transfer action opens normally, but for one set of regions the target department list is incomplete even though the departments exist in the system. Users can complete transfers in other regions without issue.
HR administrators confirm that the missing departments were introduced during the latest corporate structure update and should be available only within specific organizational combinations. The customer wants the consultant to restore accurate selection behavior without weakening organizational controls or exposing departments outside their intended scope.
What is the best next step?
Response:

A) Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.
B) Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.
C) Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.
D) Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.

Solutions: