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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> The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A) Close surge-team validation because one corrected assignment now reviews correctly.
B) Retest representative surge-team assignments across affected regional contexts and compare review outcomes.
C) Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
D) Apply the same position-reference correction to every surge-team position and assume all manager views will align.

2. A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
B) Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
C) Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
D) Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.

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

4. A consultant is testing a workflow for manager-submitted temporary supervisory coverage changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added support population, requests that include both a temporary end date and a position-linked approval impact bypass the intended control review and go straight to the final approval stage.
Existing populations with the same combination still pass through control review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Create a separate workflow for the new support population so the control review is always included for those requests.
B) Add the control reviewers directly to the final approval stage so affected requests still receive some oversight before completion.
C) Ask managers in the new support population to stop using temporary supervisory coverage requests until the workflow model is revised later.
D) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.

5. A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A) Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
B) Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
C) Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
D) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

Solutions: