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

1. A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A) Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
B) Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
C) Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
D) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

2. <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) Validate assigned-scope access and target populations with representative district managers before considering any limited exception.
C) Restrict district managers from all mobile repair positions until treatment plant validation is fully complete.
D) Grant cross-district access temporarily and rely on post-UAT review to identify any inappropriate record visibility.

3. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A) Whether HR specialists can bypass the approval step for test records until routing is stabilized.
B) Whether all regional managers can be added as approvers to every position-change workflow.
C) Whether the workflow notification text clearly explains that approver assignment may vary during testing.
D) Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.

4. A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A) Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
B) Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
C) Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.
D) Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.

5. A consultant is preparing a new-country onboarding test in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based UI, the hire transaction opens correctly, but when recruiters move to the personal information step, one required data section appears read-only for the new country only.
Existing countries in the same tenant can complete the same step normally. The customer confirms the section must stay editable during hiring because downstream workflow and record creation depend on it. The issue started after the rollout team introduced country-specific setup for the new region. The consultant must correct the problem without removing the section from the hire flow or creating a separate manual onboarding process.
What should the consultant investigate first?
Response:

A) Review the new country-specific setup controlling field behavior in the hire process, then correct the configuration making that section read-only.
B) Grant recruiters broader employee maintenance permissions so they can override the read-only behavior during hiring.
C) Ask recruiters to complete the hire without the section and let HR administrators update it after workflow approval.
D) Export a sample of existing records from the new country and reload them so the hire template can refresh its section controls.

Solutions: