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

1. <strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether all workflow notifications for facilities changes use the same message template.
B) Whether operations managers can approve facilities position changes without reviewing employee context.
C) Whether affected records reference campus or service unit values that were corrected after initial department setup.
D) Whether HR administration can manually override service unit association during the planning meeting.

2. A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A) Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
B) Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.
C) Remove the field from the hiring process so new records can be created without interruption and restore it later.
D) Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.

3. A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A) Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.
B) Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.
C) Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.
D) Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new global assignment hire variant in the web-based UI before a controlled pilot. Recruiters can launch the hire process and enter personal data, but when they reach the employment segment, one required field group is visible yet collapses after save and does not retain the entered values for one newly enabled country only.
Other countries in the same tenant retain the values correctly. The customer confirms the field group must remain part of the standard hire design because later approvals depend on it. They do not want a country-specific manual workaround or a separate hiring process. The issue appeared after the latest country setup and localization-related configuration activities were introduced.
What is the best first action?
Response:

A) Ask recruiters to complete the hire without the field group and let HR administrators re-enter the missing values after approval.
B) Review the country-specific configuration controlling the persistence and behavior of that employment field group, then correct the setup dependency for the newly enabled country.
C) Grant recruiters broader maintenance permissions so the entered values are treated as direct updates instead of hire-step values.
D) Export recent hires from the new country and reload them so the field group behavior refreshes before the pilot begins.

5. 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) 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.
B) Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.
C) Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.
D) Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.

Solutions: