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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) Corporate HR can approve every pending request before the remediation summary is submitted.
C) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
D) The team can manually list which insurance requests remain pending with corporate HR.

2. <strong>CHALLENGE 2 &#x2014; Department Position Control for Manager Updates</strong> A department manager can initiate a position update for one clinic department, but a comparable update in a rehabilitation department remains with HR shared services instead of reaching the expected reviewer. HR suggests completing the remaining updates centrally to keep the schedule.
Which response best preserves the value of the validation cycle?
Response:

A) Assign every department manager to all open position updates so that no request remains with HR shared services.
B) Stop position-update testing until every department and manager record in the network is manually reviewed.
C) Validate position department context and manager responsibility assignments before deciding whether HR completion is appropriate.
D) Allow HR shared services to complete the remaining updates centrally because the position records can still be changed.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Create a separate workflow for the new business population so the escalation review step is always included for those requests.
B) Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.
C) Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
D) Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.

4. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> A compliance manager can access employees in one assigned branch but cannot view an insurance position that belongs to their regulated review scope. Another out-of-scope corporate position appears in their review list.
What should the consultant validate first?
Response:

A) Whether employee import templates should be reloaded before access testing continues.
B) Whether corporate HR can review the insurance position instead of the compliance manager during remediation.
C) Whether the compliance manager should be given access to all records until the insurance position list is corrected.
D) Whether the permission role, target population, and compliance responsibility assignment align for both assigned and out-of-scope records.

5. A consultant is validating a position archival process in SAP SuccessFactors Employee Central and Position Management before a quarterly structure cleanup. In the public cloud web-based environment, HR specialists can change selected positions to an archived status and save successfully. The archived status is visible on the position record, but for a subset of archived positions the expected restriction on reuse does not apply, and those positions still appear selectable during later planning preparation.
Older archived positions behave correctly. The customer confirms the affected positions belong to a newly introduced position category used for short-term project roles and wants to keep that category because reporting depends on it. The consultant must restore correct archival behavior without asking planners to manually screen out invalid positions.
What should the consultant investigate first?
Response:

A) Remove the archived status from the process and instruct users to track obsolete positions outside the system during cleanup.
B) Review the dependency between the new position category and archival-state enforcement, then correct the configuration controlling reuse restrictions after save.
C) Ask planners to verify every archived project-role position manually before using any list in planning preparation.
D) Recreate the affected positions under an older category so archival behavior matches existing records immediately.

Solutions: