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

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

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of organizational assignments before a payroll preparation cycle. The import completes, but several rows are marked as skipped rather than failed. The skipped records all belong to employees whose future organizational changes were already approved earlier in the month.
HR operations wants the current correction loaded now, but the customer does not want approved future changes removed or replaced. The web-based environment is stable, and the same file updates other employees correctly. The consultant must restore repeatable monthly processing without flattening the employee timeline or forcing manual edits for the affected population.
What is the best next action?
Response:

A) Split the skipped rows into a separate file and route them to HR administrators for manual web-based maintenance each month.
B) Adjust the import handling for the skipped employees so the current correction fits the existing future-dated sequence without overwriting approved later records.
C) Load the skipped rows with today&#x2019;s date only, then rebuild the future organizational changes after payroll preparation is complete.
D) Delete the approved future changes for the affected employees, then rerun the same file so the skipped rows can load normally.

3. A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A) Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
B) Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.
C) Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.
D) Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.

4. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> After a targeted correction to insurance position context, one employee data change routes to the expected compliance reviewer. Another comparable insurance change still remains with corporate HR administrators.
Which next step best avoids a partial-fix trap?
Response:

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

5. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A) Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.
B) Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
C) Whether the workflow notification text tells users that facilities requests may remain with HR administration.
D) Whether every operations manager should be added to all position-change workflows during rollout planning.

Solutions: