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

1. <strong>CHALLENGE 1 &#x2014; Business Unit References for Insurance Employee Records</strong> The compliance director asks whether the regulated workforce review can begin if only selected insurance records are corrected. Regional HR partners have limited time to repeat foundation data and employee testing.
Which evidence best supports continuing with bounded scope?
Response:

A) Compliance managers can view all insurance records after temporary access expansion.
B) Affected insurance records are linked to specific adjusted business unit values, and unaffected branch records still validate against the intended pattern.
C) Notification messages are generated for the affected employee data change requests.
D) Corporate HR administrators can manually update all insurance records before the regulated review begins.

2. <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 is unacceptable because regional managers should never participate in position validation.
B) The proposal proves that the original permissions are correct because only surge-team records need expansion.
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 should be accepted because surge-team positions are temporary and do not require governance evidence.

3. <strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> A plant manager can access employees in one assigned production department but cannot view an engineering position that belongs to their workforce responsibility. Another unassigned production position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the permission role, target population, and plant responsibility assignment align for both assigned and unassigned records.
B) Whether the transfer import file should be reloaded before any access testing continues.
C) Whether corporate HR can review the engineering position instead of the plant manager during hypercare.
D) Whether the plant manager should be given access to all records until the engineering position list is corrected.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-from-leave process in the web-based UI before a regional pilot. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee subgroup the expected standard-hours update does not apply after save. The same return action updates standard hours correctly for established subgroups.
HR operations does not want to maintain standard hours manually after each return because the process will be used repeatedly during peak staffing periods. The issue began after the new subgroup was added to the return action design during the latest configuration cycle. The consultant must correct the behavior while preserving one consistent return process across the tenant.
What should the consultant investigate first?
Response:

A) Reassign affected employees temporarily into an older subgroup so the existing return action behavior can be reused.
B) Review the post-save derivation or action configuration for the new subgroup, then correct the dependency controlling the standard-hours update.
C) Ask HR operations to update standard hours manually for the new subgroup until the regional pilot is complete.
D) Give managers direct edit access to standard hours so they can complete the missing update during the return action.

5. A consultant is testing a workflow for manager-submitted temporary department changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests save and enter workflow for all tested groups, but for one newly added business population the request is routed to a fallback review queue whenever the change includes both a temporary end date and a position-linked cost impact.
The same combination routes to a specialized review step for existing populations. The customer wants to preserve the shared workflow framework and avoid creating separate business-population workflows because maintenance effort must remain low after go-live. The issue appeared after the new population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Add the specialized reviewers to the fallback review queue so affected requests can still be handled without changing the current workflow logic.
B) Create a separate workflow for the new business population so those requests always use the specialized review step.
C) Review the routing condition or rule precedence for the new business population, then correct the logic for requests combining temporary end date with position-linked cost impact.
D) Ask managers in the new population to route these requests through HR administrators until the workflow model can be simplified later.

Solutions: