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

1. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
B) Compliance reviewers receive notification emails for some successful branch employee changes.
C) Corporate HR can approve every pending request before the remediation summary is submitted.
D) The team can manually list which insurance requests remain pending with corporate HR.

2. <strong>CHALLENGE 1 &#x2014; Store Reference Timing for Employee Import Results</strong> During cutover rehearsal, most employee imports complete successfully, but selected warehouse shift-lead records show an unexpected district association in manager-facing review. Store-level reference values were corrected after the initial employee import.
Which action best supports a controlled correction path?
Response:

A) Continue final manager testing because the import completed successfully and the district association can be reviewed later.
B) Re-import all employee and position records because any post-import store correction invalidates the rehearsal dataset.
C) Give district managers access to all warehouse employee records so they can review and correct the district association manually.
D) Compare affected records against active store and district values, then correct or re-import only records with confirmed dependency impact.

3. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> A compliance manager can access employees in one assigned branch but cannot view an insurance position that belongs to their regulated review scope. Another out-of-scope corporate position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the compliance manager should be given access to all records until the insurance position list is corrected.
B) Whether the permission role, target population, and compliance responsibility assignment align for both assigned and out-of-scope records.
C) Whether corporate HR can review the insurance position instead of the compliance manager during remediation.
D) Whether employee import templates should be reloaded before access testing continues.

4. <strong>CHALLENGE 2 &#x2014; Position Context for Engineering Center Assignments</strong> An engineering transfer can be saved, but the manager-facing review later displays inconsistent plant context. The operations director asks whether the team can proceed if corporate HR verifies engineering transfers offline.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed with offline HR verification because it preserves active transfer processing and the transfer record saves successfully.
B) Open all engineering positions to plant managers temporarily so they can confirm transfers faster during hypercare.
C) Narrow the hypercare validation set and verify representative engineering transfers in the system before relying on offline confirmation.
D) Stop all production and engineering transfers until every position record across the company is rebuilt.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position&#x2019;s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A) Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.
B) Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.
C) Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.
D) Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.

Solutions: