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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 reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

A) Ask managers to continue using the current list and rely on training guidance to select the correct location during the reassignment process.
B) Review the organizational associations for company, legal entity, and location in the new structure, then correct the relationship controlling filtered location availability.
C) Create duplicate location records for the new structure so the intended values appear separately from the neighboring legal entity.
D) Broaden location visibility for all nearby legal entities so the same combined list appears consistently during reassignment.

2. A consultant is testing a workflow for manager-submitted temporary reporting-line adjustments 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 approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.
B) Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.
C) Create a separate workflow for the new operational population so the intermediate review is always included for those requests.
D) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a temporary position suspension process before a quarterly workforce review. In the web-based UI, HR specialists can set selected positions to a suspended status and save successfully. The new status is visible on the position record, but for a subset of suspended positions the expected restriction on downstream assignment actions does not apply, and users can still initiate follow-on staffing activity.
Earlier positions in the tenant behave correctly. The customer confirms the affected positions were all created under a newly introduced position group used for seasonal roles and wants to keep that design because planning reports depend on it. The consultant must correct the issue without requiring manual monitoring of every suspended position.
What is the best first action?
Response:

A) Recreate the affected positions under an older position group so the existing suspension behavior applies again.
B) Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.
C) Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.
D) Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A) Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.
B) Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
C) Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.
D) Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.

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

Solutions: