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

1. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A) Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
B) Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
C) Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.
D) Create duplicate cost center records for the new structure so the intended values appear separately in the list.

2. A consultant is testing a workflow for manager-submitted temporary cost-center reassignment requests in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud 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 budget impact bypass the intended review queue and go directly to the standard approval step.
Existing populations with the same combination still route through the intended review queue. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader approval process.
What is the best corrective action?
Response:

A) Ask managers in the new operational population to stop submitting these temporary reassignment requests until the workflow model is revised later.
B) Add the intended reviewers directly to the standard approval step so affected requests still receive some oversight before completion.
C) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked budget impact.
D) Create a separate workflow for the new operational population so the review queue is always included for those requests.

3. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A) Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
B) Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
C) Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.
D) Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a process where a change to position job classification should update downstream employee eligibility handling before a controlled workforce review. In the web-based UI, HR specialists update the position classification and save successfully. The new classification is visible on the position record, but incumbent employees tied to a subset of those positions do not reflect the expected downstream eligibility change during follow-up validation.
Positions created earlier in the project behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each classification change. The affected records all belong to a newly introduced branch of the position hierarchy added during the latest configuration cycle.
What is the best first action?
Response:

A) Ask HR specialists to update the employee eligibility setting manually after each position classification change in the new hierarchy branch.
B) Give managers broader edit access to the related employee eligibility fields so they can repair missing updates directly after position maintenance.
C) Review the dependency between the new hierarchy branch and downstream incumbent alignment, then correct the propagation or binding logic for position classification changes.
D) Recreate the affected positions under an older hierarchy branch so the current downstream behavior matches previously working records.

5. <strong>CHALLENGE 2 &#x2014; Shared Maintenance Position Context Across Terminals</strong> A maintenance assignment can be saved, but manager-facing review later displays inconsistent terminal context. The operations director asks whether the team can proceed if HR data administration verifies maintenance assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed with offline HR verification because it preserves the design schedule and the assignment record saves successfully.
B) Stop all dockside and maintenance testing until every position record across both port locations is rebuilt.
C) Open all maintenance positions to terminal managers temporarily so they can confirm assignments faster during validation.
D) Narrow the validation set and verify representative maintenance assignments in the system before relying on offline confirmation.

Solutions: