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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 Terminal Review</strong> After a targeted correction to maintenance position context, one position change routes to the expected terminal manager. Another comparable maintenance change still remains with HR data administration.
Which next step best avoids a partial-fix trap?
Response:

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

2. <strong>CHALLENGE 2 &#x2014; Mobile Repair Position Context for Field Coverage</strong> Mobile repair positions are available during assignment, but some assigned repair leads show facility context that does not match the shared field coverage model. Treatment plant assignments behave as expected.
Which validation action best distinguishes mobile repair position behavior from a general employee creation concern?
Response:

A) Ask HR services to complete all mobile repair assignments centrally until broader district validation starts.
B) Test representative mobile repair position assignments and manager-facing review results against the intended zone and district context.
C) Convert affected mobile repair positions into treatment plant positions so they follow the working plant assignment pattern.
D) Remove district context from mobile repair positions so assignment can be completed without district-based validation.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A) Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
B) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
C) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.
D) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.

4. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> The operations sponsor asks whether SIT can continue if only the affected underwriting records are corrected. HR operations has limited time before policy renewal staffing scenarios are added.
Which evidence best supports continuing with bounded scope?
Response:

A) The workflow notification log shows that position-change messages were generated for the affected employees.
B) Regional managers can see all underwriting records after temporary access is granted for the SIT window.
C) HR operations can manually update the reviewed association for all records before the staffing scenarios begin.
D) The affected records are linked to specific revised reference values, and unaffected claims records still validate against the intended regional pattern.

5. A consultant is supporting a scheduled import of future-dated position attribute corrections in a public cloud SAP SuccessFactors Employee Central and Position Management tenant before a monthly planning review. The file runs successfully for most rows, but a subset completes with warnings and leaves the affected positions unchanged. Those positions already have approved future-dated workflow requests for different attribute changes in the same effective period.
The customer wants the current administrative correction preserved without deleting the approved requests, because the future requests were already validated by the planning team. The monthly load must remain reusable and should not create a permanent manual exception process for positions with pending future changes.
What is the best next step?
Response:

A) Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.
B) Adjust the import handling for positions with overlapping future-dated workflow changes so the administrative correction fits the approved lifecycle timeline without replacing later records.
C) Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.
D) Exclude the affected positions from future imports and require HR administrators to maintain those records directly in the web-based UI each month.

Solutions: