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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 and Position Management tenant, a consultant is validating a position reactivation process before a controlled staffing restart. In the web-based UI, HR specialists can change selected positions from inactive to active and save successfully. The active status is visible on the position record, but for a subset of reactivated positions the expected availability for downstream nomination activity does not return, and planners still cannot use them in the next preparation step.
Older reactivated positions behave correctly. The customer confirms the affected records belong to a newly introduced position class used for temporary expansion roles and wants to keep that class because planning reports depend on it. The consultant must restore correct lifecycle behavior without requiring planners to track usable positions manually.
What is the best first action?
Response:

A) Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.
B) Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.
C) Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.
D) Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary schedule adjustment process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee category the expected post-save update to the employee’s work schedule class does not occur. The same action updates the schedule class correctly for established categories.
HR operations wants to keep a single standardized adjustment process across the tenant and does not want to correct the schedule class manually after each approved request. The issue began after the new category was introduced during the latest configuration cycle. The consultant must correct the behavior without creating category-specific process variants.
What should the consultant investigate first?
Response:

A) Give managers direct edit access to the work schedule class so they can complete the missing update during the same transaction.
B) Ask HR operations to update the work schedule class manually for the new category until the pilot period is complete.
C) Review the post-save derivation or transaction configuration for the new category, then correct the dependency controlling the work schedule class update.
D) Reclassify affected employees temporarily into an older category so the existing adjustment behavior can be reused without further changes.

3. <strong>CHALLENGE 3 &#x2014; Terminal Manager Access for Operational Boundaries</strong> A terminal manager can access employees in one assigned dockside work area but cannot view a maintenance position that belongs to their terminal responsibility. Another unassigned customs-office position appears in their review list.
What should the consultant validate first?
Response:

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

4. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A) Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B) Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
C) Whether all employee change workflows should be routed to both HR and every department manager for testing.
D) Whether the notification wording explains that some requests may stay with HR shared services.

5. <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 the affected employee records reference location and department values that were active and aligned when validation began.
D) Whether department managers should be removed from validation until the template is finalized.

Solutions: