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

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

2. 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) Ask planners to verify every archived project-role position manually before using any list in planning preparation.
C) Recreate the affected positions under an older category so archival behavior matches existing records immediately.
D) Review the dependency between the new position category and archival-state enforcement, then correct the configuration controlling reuse restrictions after save.

3. A consultant is validating a new-country transfer setup in SAP SuccessFactors Employee Central before a phased rollout. In the public cloud web-based UI, managers can launch the transfer action and complete employee selection, but when they open the employment details section, one required field group is shown in the correct place yet remains non-editable for the new country only.
Other countries allow the same field group to be updated during transfer. The customer confirms that the field group must stay editable because later approval routing depends on the values entered there. They do not want a country-specific manual correction step or a separate transfer design. The issue began after the latest country setup changes were introduced.
What should the consultant investigate first?
Response:

A) Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.
B) Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.
C) Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.
D) Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.

4. 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) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.
B) Create a separate workflow for the new operational population so those requests always include the risk-review step.
C) 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.
D) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A) Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.
B) Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
C) Build a separate regional workflow so the compliance review step can be forced for that population.
D) Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.

Solutions: