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

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

2. A consultant is validating a position freeze process in SAP SuccessFactors Employee Central and Position Management before quarter-end planning. In the public cloud web-based environment, HR specialists can update a position to a frozen status and save successfully. The frozen status is visible on the position record, but for a subset of positions the expected restriction on downstream editing does not take effect, and users can still change selected planning-related attributes afterward.
Older positions using a previous configuration path behave correctly. The customer wants the freeze logic corrected without introducing manual monitoring by HR operations, because the same process will be reused during future planning cycles. The affected records were all created under a newly introduced position subtype.
What should the consultant investigate first?
Response:

A) Ask HR operations to review frozen positions manually and reverse any planning changes made after the freeze status is applied.
B) Recreate the affected positions under the older subtype so the freeze behavior matches earlier records.
C) Review the dependency between the new position subtype and freeze-state enforcement, then correct the configuration controlling edit restrictions after freeze.
D) Give planners broader training guidance on which frozen positions should not be edited, even if the fields remain open.

3. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> During template validation, HR analysts can create employee records for clinic locations, but rehabilitation-center records show different required-field behavior. Recent configuration notes show that some location-related values were refreshed after employee and position validation began.
Which action best supports a controlled readiness decision?
Response:

A) Compare affected records against active location and department values, then correct only records with confirmed dependent-data impact.
B) Pause all validation and rebuild every location, department, employee, and position record from the beginning.
C) Give HR analysts broader edit access so they can manually complete the missing fields during validation.
D) Continue testing because the records save successfully and required-field behavior can be reviewed after rollout.

4. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A) Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.
B) Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.
C) Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.
D) Grant broad visibility because complete case execution is more important than legal entity boundary evidence.

5. A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee&#x2019;s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A) Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
B) Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
C) Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
D) Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.

Solutions: