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

1. A consultant is validating administrative exports in a web-based SAP SuccessFactors Employee Central environment before a controlled audit cycle. HR operations users can run an employee data export for most populations, but records belonging to one restricted regional group are missing from the output even though those employees are visible in standard profile searches for authorized staff.
The customer wants the monthly export to include that regional group for the approved operations team only, without expanding general access to sensitive employee data outside the audit process. The consultant must correct the issue in a way that supports repeatable export operations and preserves the region’s stricter governance boundary.
Which action should the consultant take first?
Response:

A) Add the restricted regional group to the general HR operations audience so all standard exports automatically include the missing employees.
B) Remove the regional sensitivity setting temporarily during the monthly export window so the records can flow into the file without further configuration changes.
C) Ask the regional HR team to run a separate local export each month and combine the files manually after the audit cycle starts.
D) Review the export user role and target population scope for the approved audit process, then adjust only the authorized export access for that restricted regional group.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A) Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.
B) Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.
C) Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
D) Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.

3. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A) Retest representative surge-team assignments across affected regional contexts and compare review outcomes.
B) Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
C) Close surge-team validation because one corrected assignment now reviews correctly.
D) Apply the same position-reference correction to every surge-team position and assume all manager views will align.

4. A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A) Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.
B) Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.
C) Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
D) Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary work-arrangement changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes to a general approval step instead of the intended review queue whenever both a temporary end date and a position-related organizational change are present.
Existing populations with the same combination still use the intended review queue. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the broader process.
What is the best corrective action?
Response:

A) Ask managers in the new population to submit these requests through HR administrators until the routing design can be simplified.
B) Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.
C) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-related organizational change.
D) Create a separate workflow for the new operating population so the intended review queue is always used for those requests.

Solutions: