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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> A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:

A) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
B) It prevents business unit values from being used in employee imports.
C) It is less appropriate because corporate HR must always approve regulated position changes.
D) It is less appropriate because branch positions cannot participate in any Employee Central workflow.

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) Review the dependency between updated position hierarchy relationships and downstream incumbent alignment, then correct the binding or propagation logic for the recently expanded structure.
C) Ask HR specialists to correct the incumbent reporting line manually after each parent-position update until the restructure is complete.
D) Recreate the affected positions outside the new hierarchy expansion so they inherit the older working structure.

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

4. <strong>CHALLENGE 4 &#x2014; Manager Change Workflow for Store and Warehouse Contexts</strong> After a targeted correction to warehouse position context, one manager-change request routes to the expected district reviewer. Another comparable warehouse request still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

A) Close workflow validation because at least one corrected warehouse request reached the expected reviewer.
B) Remove HR operations visibility from pending workflow requests so district review becomes the only visible path.
C) Apply the same position-context correction to every warehouse record and assume routing will align after refresh.
D) Retest representative manager-change transactions across affected warehouse contexts and compare reviewer outcomes.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A) Give staffing users broader search access so newly approved positions appear regardless of process status.
B) Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
C) Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
D) Recreate all positions from the newer configuration set using the same method as the earlier working positions.

Solutions: