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

1. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Compliance reviewers receive notification emails for some successful branch employee changes.
B) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
C) The team can manually list which insurance requests remain pending with corporate HR.
D) Corporate HR can approve every pending request before the remediation summary is submitted.

2. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether the workflow notification for rehabilitation-center employees uses the correct message text.
B) Whether HR shared services can complete all rehabilitation-center records without manager participation.
C) Whether department managers should be removed from validation until the template is finalized.
D) Whether the affected employee records reference location and department values that were active and aligned when validation began.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position retirement process before a year-end structure cleanup. In the web-based UI, HR specialists can mark selected positions as retired and save successfully. The retired status is visible on the position record, but for a subset of those positions the expected restriction on future occupancy planning does not take effect, and planners can still include them in next-cycle planning selections.
Older retired positions behave correctly. The customer confirms the affected records belong to a newly introduced position classification used for project-based roles and wants to keep that classification because reporting depends on it. The consultant must restore the expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

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

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

5. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A surge-team assignment can be saved, but manager-facing review later displays inconsistent regional context. The operations sponsor asks whether the team can proceed if HR operations verifies surge assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Narrow the validation set and verify representative surge-team assignments in the system before relying on offline confirmation.
B) Open all surge-team positions to regional managers temporarily so they can confirm assignments faster during validation.
C) Proceed with offline HR verification because it preserves the SIT schedule and the assignment record saves successfully.
D) Stop all standard claims and surge-team testing until every position record across all regions is rebuilt.

Solutions: