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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> A branch employee data change routes to the expected compliance reviewer, but a comparable insurance employee data change remains with corporate HR administrators. The same compliance reviewer can approve other changes in assigned branch contexts.
What should be validated before changing workflow configuration?
Response:

A) Whether the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.
B) Whether corporate HR can approve all employee changes until the regulated workforce review begins.
C) Whether workflow notification text explains that insurance requests may remain with corporate HR.
D) Whether every compliance reviewer should be added to all employee data workflows during remediation.

2. A consultant is validating a position archival process in SAP SuccessFactors Employee Central and Position Management before a quarterly structure cleanup. In the public cloud web-based environment, HR specialists can change selected positions to an archived status and save successfully. The archived status is visible on the position record, but for a subset of archived positions the expected restriction on reuse does not apply, and those positions still appear selectable during later planning preparation.
Older archived positions behave correctly. The customer confirms the affected positions belong to a newly introduced position category used for short-term project roles and wants to keep that category because reporting depends on it. The consultant must restore correct archival behavior without asking planners to manually screen out invalid positions.
What should the consultant investigate first?
Response:

A) Remove the archived status from the process and instruct users to track obsolete positions outside the system during cleanup.
B) Review the dependency between the new position category and archival-state enforcement, then correct the configuration controlling reuse restrictions after save.
C) Recreate the affected positions under an older category so archival behavior matches existing records immediately.
D) Ask planners to verify every archived project-role position manually before using any list in planning preparation.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for District Review</strong> After a targeted correction to mobile repair position context, one position change routes to the expected district manager. Another comparable mobile repair change still remains with HR services.
Which next step best avoids a partial-fix trap?
Response:

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

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

5. <strong>CHALLENGE 2 &#x2014; 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) Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.
D) Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.

Solutions: