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

1. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A claims manager argues that surge-team position context is less important because surge employees are temporary and assignments can be corrected later. The next validation cycle will use the same records for policy renewal staffing scenarios.
What is the best response?
Response:

A) Defer surge-team context validation because temporary employees do not affect regional staffing decisions.
B) Replace all surge-team positions with generic claims positions so later scenarios can reuse a simpler model.
C) Grant HR operations permanent access to all surge-team records so they can adjust context whenever needed.
D) Validate surge-team position context now because the same records will drive later assignment review, access boundaries, and routing behavior.

2. <strong>CHALLENGE 2 &#x2014; Position Context for Engineering Center Assignments</strong> An engineering transfer can be saved, but the manager-facing review later displays inconsistent plant context. The operations director asks whether the team can proceed if corporate HR verifies engineering transfers offline.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Narrow the hypercare validation set and verify representative engineering transfers in the system before relying on offline confirmation.
B) Open all engineering positions to plant managers temporarily so they can confirm transfers faster during hypercare.
C) Proceed with offline HR verification because it preserves active transfer processing and the transfer record saves successfully.
D) Stop all production and engineering transfers until every position record across the company is rebuilt.

3. A consultant is validating a newly enabled cross-border transfer setup in SAP SuccessFactors Employee Central before a pilot rollout. In the public cloud web-based UI, managers can start the transfer and enter most required information. However, for one new country pair the assignment details section opens with the expected fields, but one required field group stays hidden after the page refresh even though it was visible at the start of testing.
Other country combinations keep that section visible throughout the action. The customer confirms that the group must remain visible because later approval routing depends on those values. They do not want a separate transfer variant or a manual correction step after submission. The issue started after recent country-specific setup adjustments were introduced into the tenant.
What should the consultant investigate first?
Response:

A) Review the country-specific transfer setup controlling section visibility, then correct the dependency that hides the required field group after refresh for the new country pair.
B) Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.
C) Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.
D) Ask managers to finish the transfer without that field group and let HR operations fill it in after approval for the affected country pair.

4. <strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
B) Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
C) Allow managers to view all positions during testing, then restore regional filtering before production preparation.
D) Delay all testing until every employee and position record across the full company is reloaded and reviewed.

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary manager reassignment requests. In the web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked reporting change are routed to the standard manager-approval path instead of the intended risk-review step.
Existing populations with the same combination still route through the risk-review step. The customer wants to preserve the shared workflow model because creating separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing issue without changing the business process design.
What is the best corrective action?
Response:

A) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.
B) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.
C) Create a separate workflow for the new operational population so those requests always include the risk-review step.
D) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date with position-linked reporting change.

Solutions: