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

1. <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) Grant cross-terminal access temporarily and rely on post-design review to identify any inappropriate record visibility.
C) Keep current access unchanged and classify all blocked design items as evidence that the terminal model is secure.
D) Validate assigned-scope access and target populations with representative terminal managers before considering any limited exception.

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

3. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A) Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
B) Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
C) Give staffing users broader search access so newly approved positions appear regardless of process status.
D) Recreate all positions from the newer configuration set using the same method as the earlier working positions.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A) Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
B) Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.
C) Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.
D) Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.

5. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A claims manager argues that surge-team position context is less important because surge employees are temporary and assignments can be corrected later. The next validation cycle will use the same records for policy renewal staffing scenarios.
What is the best response?
Response:

A) Defer surge-team context validation because temporary employees do not affect regional staffing decisions.
B) Replace all surge-team positions with generic claims positions so later scenarios can reuse a simpler model.
C) Validate surge-team position context now because the same records will drive later assignment review, access boundaries, and routing behavior.
D) Grant HR operations permanent access to all surge-team records so they can adjust context whenever needed.

Solutions: