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

1. A consultant is validating a manager-driven department change process in a public cloud SAP SuccessFactors Employee Central Core tenant. In the web-based UI, managers can start the transaction and select the employee’s company, but for one newly onboarded region the list of available divisions is not empty and not missing values; instead, it shows valid-looking divisions in the wrong business order, causing the intended default division to appear below unrelated regional values.
Other regions show the correct narrowed list. HR leadership wants the consultant to correct the issue before training because users must follow controlled organizational selection without relying on trial-and-error. The customer does not want a separate regional transaction or broader division exposure across companies.
What is the best next step?
Response:

A) Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.
B) Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.
C) Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
D) Review the organizational relationships and assignment logic introduced for the newly onboarded region, then correct the company-to-division association controlling the filtered division list.

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

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a scheduled load of future position-holder changes before a controlled staffing review. The import file processes successfully for most rows, but several rows finish with no update because the affected positions are still marked as inactive for the future effective period in the web-based environment.
Current-period records for those same positions remain valid. The customer wants the future staffing changes loaded this week, but they do not want the consultant to activate positions earlier than planned or bypass lifecycle controls. The monthly administrative load must remain reusable for later cycles without separate manual fixes.
What is the best next step?
Response:

A) Remove the inactive positions from all future import files and ask HR administrators to enter holder changes manually when the period begins.
B) Change all affected positions to active immediately so the future holder load can post in the current cycle without further checks.
C) Adjust the future position lifecycle setup or effective handling for the affected records, then rerun only the rows once the future period supports valid holder updates.
D) Retry the failed rows with broader administrative permissions so the import can override the inactive future state for this cycle.

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) Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
C) Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
D) 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.

5. <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 permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
B) Whether the employee creation import should be reloaded before any access testing continues.
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.

Solutions: