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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 transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A) Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
B) Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
C) Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
D) Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.

2. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A) Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
B) Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
C) Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
D) Restrict HR shared-services access further until department managers complete all location-specific validation.

3. A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A) Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.
B) Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
C) Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
D) Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.

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

5. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the employee creation import should be reloaded before any access testing continues.
B) Whether HR operations can review the surge-team position instead of the regional manager during SIT.
C) Whether the permission role, target population, and regional responsibility assignment align for both assigned and unassigned records.
D) Whether the regional manager should be given access to all records until the surge-team position list is corrected.

Solutions: