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

1. <strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

2. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Terminal Review</strong> After a targeted correction to maintenance position context, one position change routes to the expected terminal manager. Another comparable maintenance change still remains with HR data administration.
Which next step best avoids a partial-fix trap?
Response:

A) Retest representative position-change transactions across affected maintenance contexts and compare reviewer outcomes.
B) Apply the same position-context correction to every maintenance record and assume routing will align after refresh.
C) Close workflow validation because at least one corrected maintenance change reached the expected reviewer.
D) Remove HR data administration visibility from pending workflow requests so terminal review becomes the only visible path.

3. <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 should be accepted because surge-team positions are temporary and do not require governance evidence.
B) The proposal proves that the original permissions are correct because only surge-team records need expansion.
C) The proposal is unacceptable because regional managers should never participate in position validation.
D) The proposal may preserve some claims restrictions but still obscure whether surge-team target populations follow the intended regional coverage model.

4. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.
B) Create a separate workflow for the new business population so the escalation review step is always included for those requests.
C) Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
D) Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A) Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.
B) Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
C) Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.
D) Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.

Solutions: