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

1. <strong>CHALLENGE 3 &#x2014; Resort Manager Access for Hospitality Boundaries</strong> Resort operations managers request broader visibility across hotel, conference, and banquet positions so they can help clear remediation items. The HR governance owner wants resort-level access boundaries to remain visible during the remediation cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

2. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
B) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.
C) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.
D) Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.

3. <strong>CHALLENGE 1 &#x2014; Store Reference Timing for Employee Import Results</strong> The team notices that imported store employees and warehouse shift leads use the same employee import process, yet only some warehouse records show incorrect district context after review. The project lead wants to avoid a broad re-import unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether district managers can approve warehouse manager changes without reviewing employee context.
B) Whether all workflow notifications for warehouse employees use the same message template.
C) Whether affected records reference store or district values that were corrected after the initial import sequence.
D) Whether HR operations can manually override the district association during final manager testing.

4. A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A) Create a separate workflow for the new service population so the governance review step is always included for those requests.
B) Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.
C) Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.
D) Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.

5. A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A) Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.
B) Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
C) Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.
D) Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.

Solutions: