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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 temporary position suspension process before a quarterly workforce review. In the web-based UI, HR specialists can set selected positions to a suspended status and save successfully. The new status is visible on the position record, but for a subset of suspended positions the expected restriction on downstream assignment actions does not apply, and users can still initiate follow-on staffing activity.
Earlier positions in the tenant behave correctly. The customer confirms the affected positions were all created under a newly introduced position group used for seasonal roles and wants to keep that design because planning reports depend on it. The consultant must correct the issue without requiring manual monitoring of every suspended position.
What is the best first action?
Response:

A) Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.
B) Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.
C) Recreate the affected positions under an older position group so the existing suspension behavior applies again.
D) Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.

2. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> A tester suggests changing workflow routing so underwriting support position changes always go directly to the regional manager, regardless of employee context. This would reduce pending HR operations items before the next cycle.
Why is this approach less appropriate?
Response:

A) It prevents HR operations from creating employee records for underwriting support employees.
B) It is less appropriate because workflow routing should always be completed by HR operations in SIT.
C) It is less appropriate because regional managers cannot approve any Employee Central workflow tasks.
D) It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.

3. <strong>CHALLENGE 2 &#x2014; Department Position Control for Manager Updates</strong> A department manager can initiate a position update for one clinic department, but a comparable update in a rehabilitation department remains with HR shared services instead of reaching the expected reviewer. HR suggests completing the remaining updates centrally to keep the schedule.
Which response best preserves the value of the validation cycle?
Response:

A) Stop position-update testing until every department and manager record in the network is manually reviewed.
B) Allow HR shared services to complete the remaining updates centrally because the position records can still be changed.
C) Assign every department manager to all open position updates so that no request remains with HR shared services.
D) Validate position department context and manager responsibility assignments before deciding whether HR completion is appropriate.

4. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A) Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
B) Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
C) Close position responsibility validation because one corrected request reached the expected compliance reviewer.
D) Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

A) Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.
B) Adjust the import handling for employees with overlapping approved future changes so the standard-hours correction fits into the effective-dated timeline without replacing later records.
C) Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.
D) Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.

Solutions: