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

1. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Resort Review</strong> After a targeted correction to banquet position context, one position change routes to the expected resort manager. Another comparable banquet change still remains with HR coordination.
Which next step best avoids a partial-fix trap?
Response:

A) Remove HR coordination visibility from pending workflow requests so resort review becomes the only visible path.
B) Retest representative position-change transactions across affected banquet contexts and compare reviewer outcomes.
C) Apply the same position-context correction to every banquet record and assume routing will align after refresh.
D) Close workflow validation because at least one corrected banquet change reached the expected reviewer.

2. A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee&#x2019;s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A) Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
B) Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
C) Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
D) Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.

3. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> A tester finds that the affected underwriting support records were created before revised service-line values were consistently reflected in related position references. Similar claims records created later show the expected regional context.
Which validation sequence is most appropriate?
Response:

A) Mark the claims records as the master pattern and copy their values into every underwriting support record.
B) Change workflow routing first because the affected records are visible to managers during review.
C) Expand regional manager permissions first so all affected records can be reviewed without dependency checks.
D) Validate the affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.

4. <strong>CHALLENGE 2 &#x2014; Shared Maintenance Position Context Across Terminals</strong> A maintenance assignment can be saved, but manager-facing review later displays inconsistent terminal context. The operations director asks whether the team can proceed if HR data administration verifies maintenance assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed with offline HR verification because it preserves the design schedule and the assignment record saves successfully.
B) Open all maintenance positions to terminal managers temporarily so they can confirm assignments faster during validation.
C) Stop all dockside and maintenance testing until every position record across both port locations is rebuilt.
D) Narrow the validation set and verify representative maintenance assignments in the system before relying on offline confirmation.

5. A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A) Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
B) Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
C) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.
D) Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.

Solutions: