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

1. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> Temporary claims surge positions are available during assignment, but some assigned surge-team employees show regional context that does not match the shared surge staffing model. Standard claims position assignments behave as expected.
Which validation action best distinguishes surge-team position behavior from a general employee creation concern?
Response:

A) Remove regional context from surge-team positions so assignment can be completed without regional validation.
B) Convert affected surge-team positions into standard claims positions so they follow the working claims assignment pattern.
C) Ask HR operations to complete all surge-team assignments centrally until policy renewal staffing scenarios begin.
D) Test representative surge-team position assignments and manager-facing review results against the intended region and service-line context.

2. A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

A) Broaden location visibility for all nearby legal entities so the same combined list appears consistently during reassignment.
B) Ask managers to continue using the current list and rely on training guidance to select the correct location during the reassignment process.
C) Review the organizational associations for company, legal entity, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Create duplicate location records for the new structure so the intended values appear separately from the neighboring legal entity.

3. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A) Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.
B) Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
C) Create duplicate cost center records for the new structure so the intended values appear separately in the list.
D) Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.

4. A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A) Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
B) Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
C) Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
D) Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.

5. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A) Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
B) Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
C) Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
D) Whether every plant manager should be added to all transfer workflows during the hypercare period.

Solutions: