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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:
1. <strong>CHALLENGE 2 — Branch Position Responsibility for Regulated Review</strong> A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:
A) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
B) It is less appropriate because corporate HR must always approve regulated position changes.
C) It prevents business unit values from being used in employee imports.
D) It is less appropriate because branch positions cannot participate in any Employee Central workflow.
2. <strong>CHALLENGE 4 — Position Change Routing for Resort Review</strong> After a targeted correction to banquet position context, one position change routes to the expected resort manager. Another comparable banquet change still remains with HR coordination.
Which next step best avoids a partial-fix trap?
Response:
A) Close workflow validation because at least one corrected banquet change reached the expected reviewer.
B) Apply the same position-context correction to every banquet record and assume routing will align after refresh.
C) Retest representative position-change transactions across affected banquet contexts and compare reviewer outcomes.
D) Remove HR coordination visibility from pending workflow requests so resort review becomes the only visible path.
3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a recurring month-end correction process for protected worker records. In the web-based UI, HR operations users can search the records, open the correction page, and edit the values for all approved populations. For one protected mobility population, the preview page shows the proposed changes correctly, but the final submission button is missing even though the same users can complete the process for all other groups.
HR administrators can submit corrections for that population successfully. The customer wants the operations team to manage this mobility population only for the approved month-end process and does not want administrator-level access copied broadly. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:
A) Copy the HR administrator permissions to the operations team during each month-end cycle so the missing submission button appears for the mobility population.
B) Ask HR administrators to continue processing the mobility population each month while operations users handle the rest of the workforce.
C) Review the operations role permissions and target-population scope for the final submission step, then adjust only the approved execution scope required for that mobility population.
D) Temporarily move the mobility population into the general operations scope during each cycle and restore the restriction afterward.
4. <strong>CHALLENGE 2 — Position Assignment Visibility Across Regional Teams</strong> A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:
A) Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
B) Reassign the hidden position to a different supervisor and repeat the review from the original manager account.
C) Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.
D) Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.
5. <strong>CHALLENGE 4 — Manager Change Workflow for Store and Warehouse Contexts</strong> After a targeted correction to warehouse position context, one manager-change request routes to the expected district reviewer. Another comparable warehouse request still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:
A) Apply the same position-context correction to every warehouse record and assume routing will align after refresh.
B) Remove HR operations visibility from pending workflow requests so district review becomes the only visible path.
C) Retest representative manager-change transactions across affected warehouse contexts and compare reviewer outcomes.
D) Close workflow validation because at least one corrected warehouse request reached the expected reviewer.
Solutions:
| Question # 1 Answer: A | Question # 2 Answer: C | Question # 3 Answer: C | Question # 4 Answer: A | Question # 5 Answer: C |
