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

1. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> The remediation team can save an insurance division position change, but the transaction remains with corporate HR administrators instead of reaching the expected compliance reviewer. The project sponsor asks whether HR can verify the change offline to keep the review schedule.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Stop all branch and insurance position testing until every position record is rebuilt.
B) Narrow the remediation set and verify representative insurance position changes in the system before relying on offline confirmation.
C) Open all insurance positions to compliance managers temporarily so they can confirm changes faster.
D) Proceed with offline HR verification because it protects the review schedule and the position change can be saved.

2. A consultant is validating a position-based transfer process in SAP SuccessFactors Employee Central and Position Management before a regional restructure simulation. In the public cloud web-based environment, HR specialists update a position&#x2019;s parent assignment and save successfully. The new hierarchy is visible on the position record, but incumbent employees connected to those positions do not reflect the expected reporting-line change during follow-up validation.
Earlier positions updated before the last hierarchy expansion behave correctly. The customer wants to keep position-driven maintenance as the primary operating model and does not want HR to perform separate employee-side corrections after each structural change. The affected records all came from the most recent hierarchy expansion.
What is the best first action?
Response:

A) Give managers broader edit access to incumbent employee records so they can repair reporting lines directly when position changes are saved.
B) Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
C) Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.
D) Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.

3. A consultant is supporting a scheduled import of future-dated position attribute corrections in a public cloud SAP SuccessFactors Employee Central and Position Management tenant before a monthly planning review. The file runs successfully for most rows, but a subset completes with warnings and leaves the affected positions unchanged. Those positions already have approved future-dated workflow requests for different attribute changes in the same effective period.
The customer wants the current administrative correction preserved without deleting the approved requests, because the future requests were already validated by the planning team. The monthly load must remain reusable and should not create a permanent manual exception process for positions with pending future changes.
What is the best next step?
Response:

A) Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.
B) Exclude the affected positions from future imports and require HR administrators to maintain those records directly in the web-based UI each month.
C) Adjust the import handling for positions with overlapping future-dated workflow changes so the administrative correction fits the approved lifecycle timeline without replacing later records.
D) Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.

4. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> During SIT, most claims employee records can be created successfully, but selected underwriting support records show a service-line association that does not match the expected regional context. Several underwriting support values were revised after the initial configuration cycle.
Which action best supports a controlled readiness decision?
Response:

A) Continue end-to-end validation because the employee records save successfully and associations can be reviewed after staffing scenarios are added.
B) Compare affected records against active region, service-line, and underwriting support values, then correct only records with confirmed dependency impact.
C) Give regional claims managers access to all underwriting support records so they can manually review and correct service-line associations.
D) Rework all region, service-line, employee, and position records because any post-configuration underwriting value revision invalidates SIT.

5. A consultant is validating administrative exports in a web-based SAP SuccessFactors Employee Central environment before a controlled audit cycle. HR operations users can run an employee data export for most populations, but records belonging to one restricted regional group are missing from the output even though those employees are visible in standard profile searches for authorized staff.
The customer wants the monthly export to include that regional group for the approved operations team only, without expanding general access to sensitive employee data outside the audit process. The consultant must correct the issue in a way that supports repeatable export operations and preserves the region&#x2019;s stricter governance boundary.
Which action should the consultant take first?
Response:

A) Review the export user role and target population scope for the approved audit process, then adjust only the authorized export access for that restricted regional group.
B) Ask the regional HR team to run a separate local export each month and combine the files manually after the audit cycle starts.
C) Remove the regional sensitivity setting temporarily during the monthly export window so the records can flow into the file without further configuration changes.
D) Add the restricted regional group to the general HR operations audience so all standard exports automatically include the missing employees.

Solutions: