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

1. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A) Ask HR administration to complete all facilities assignments centrally until formal validation starts.
B) Remove campus context from facilities positions so assignment can be completed without campus-based validation.
C) Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.
D) Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.

2. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A) Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
B) Review the organizational associations for company, department, 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 value appears separately in the selection list.
D) Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary manager reassignment requests. In the 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 reporting change are routed to the standard manager-approval path instead of the intended risk-review step.
Existing populations with the same combination still route through the risk-review step. The customer wants to preserve the shared workflow model because creating separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing issue without changing the business process design.
What is the best corrective action?
Response:

A) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date with position-linked reporting change.
B) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.
C) Create a separate workflow for the new operational population so those requests always include the risk-review step.
D) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A) Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
B) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.
C) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
D) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.

5. 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.

Solutions: