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

1. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> Temporary claims surge positions are available during assignment, but some assigned surge-team employees show regional context that does not match the shared surge staffing model. Standard claims position assignments behave as expected.
Which validation action best distinguishes surge-team position behavior from a general employee creation concern?
Response:

A) Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.
B) Remove regional context from surge-team positions so assignment can be completed without regional validation.
C) Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.
D) Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a scheduled load of future position-holder changes before a controlled staffing review. The import file processes successfully for most rows, but several rows finish with no update because the affected positions are still marked as inactive for the future effective period in the web-based environment.
Current-period records for those same positions remain valid. The customer wants the future staffing changes loaded this week, but they do not want the consultant to activate positions earlier than planned or bypass lifecycle controls. The monthly administrative load must remain reusable for later cycles without separate manual fixes.
What is the best next step?
Response:

A) Change all affected positions to active immediately so the future holder load can post in the current cycle without further checks.
B) Adjust the future position lifecycle setup or effective handling for the affected records, then rerun only the rows once the future period supports valid holder updates.
C) Retry the failed rows with broader administrative permissions so the import can override the inactive future state for this cycle.
D) Remove the inactive positions from all future import files and ask HR administrators to enter holder changes manually when the period begins.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A) Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
B) Whether every operations manager should be added to all position-change workflows during rollout planning.
C) Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.
D) Whether the workflow notification text tells users that facilities requests may remain with HR administration.

4. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A) Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.
B) Grant broad visibility because complete case execution is more important than legal entity boundary evidence.
C) Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.
D) Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.

5. <strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether all workflow notifications for facilities changes use the same message template.
B) Whether operations managers can approve facilities position changes without reviewing employee context.
C) Whether affected records reference campus or service unit values that were corrected after initial department setup.
D) Whether HR administration can manually override service unit association during the planning meeting.

Solutions: