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

1. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional deployment. In the web-based UI, managers can select company and business unit, but for one newly activated operating structure the pay group list appears incomplete and omits the pay group that should be valid for the intended organizational combination. Other structures show the correct filtered pay group options.
HR leadership confirms the missing pay group was included during the latest corporate data maintenance cycle and must remain available only for approved combinations. The customer does not want to broaden pay-group availability across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the business process design.
What is the best next step?
Response:

A) Create duplicate pay-group records for the new structure so the intended value appears separately in the filtered list.
B) Review the organizational associations for company, business unit, and pay group in the new structure, then correct the relationship controlling filtered pay-group availability.
C) Ask managers to choose a temporary pay group and let HR operations correct the final value after the transaction is completed.
D) Broaden pay-group visibility for all nearby structures so managers can always find the missing value during the move process.

2. <strong>CHALLENGE 2 &#x2014; Position Context for Engineering Center Assignments</strong> Engineering-center positions are available during transfer assignment, but some assigned employees show a plant context that does not match the engineering department model. Production position transfers behave as expected.
Which validation action best distinguishes position-context behavior from a general employee update concern?
Response:

A) Ask corporate HR analysts to complete all engineering transfers centrally until the weekly planning review is complete.
B) Remove plant context from engineering positions so that assignment can be completed without plant review.
C) Convert the affected engineering positions into production positions so they follow the working production transfer pattern.
D) Test representative engineering position assignments and manager-facing review results against the intended department and plant context.

3. <strong>CHALLENGE 3 &#x2014; District Manager Access for Municipal Boundaries</strong> A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the employee creation import should be reloaded before any access testing continues.
B) Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
C) Whether the district manager should be given access to all records until the mobile repair position list is corrected.
D) Whether HR services can review the mobile repair position instead of the district manager during UAT.

4. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A claims manager argues that surge-team position context is less important because surge employees are temporary and assignments can be corrected later. The next validation cycle will use the same records for policy renewal staffing scenarios.
What is the best response?
Response:

A) Grant HR operations permanent access to all surge-team records so they can adjust context whenever needed.
B) Defer surge-team context validation because temporary employees do not affect regional staffing decisions.
C) Validate surge-team position context now because the same records will drive later assignment review, access boundaries, and routing behavior.
D) Replace all surge-team positions with generic claims positions so later scenarios can reuse a simpler model.

5. 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) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.
D) 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.

Solutions: