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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 manager-driven internal movement process in a public cloud SAP SuccessFactors Employee Central Core tenant before a pilot launch. In the web-based UI, the transaction saves for all tested employees, but for one newly introduced employee category the expected post-save update to a related employment information field does not occur when the movement reason is marked as temporary.
Permanent movement reasons work correctly for the same category, and older employee categories behave as expected for both cases. The customer wants to keep a single standardized movement process across the tenant and does not want HR operations to repair the related field manually after each temporary movement.
What should the consultant investigate first?
Response:

A) Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.
B) Reclassify employees in the new category into an older category during temporary moves so the existing update behavior can be reused.
C) Review the transaction configuration or derivation dependency for temporary movement reasons in the newly introduced employee category, then correct the post-save update logic.
D) Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.

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) Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
C) Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
D) Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process for contingent assignment records before a monthly audit window. In the web-based UI, HR operations users can search the affected employees, open the correction page, and edit the required fields. For one protected population tied to executive support roles, the Save button is visible and the change appears to process, but the record reloads with the old values and an authorization-style message is shown.
HR administrators can complete the same update successfully. The customer wants the operations team to manage this protected population only for the approved monthly process and does not want broad administrator access copied to that team. The solution must remain repeatable and preserve the stricter control boundary.
What is the best corrective action?
Response:

A) Ask HR administrators to process the protected population each month while operations users continue handling all other populations.
B) Review the operations role permissions and target-population scope for the final save step, then adjust only the approved execution scope needed for that protected population.
C) Copy the HR administrator permissions to the operations team during each monthly cycle so the protected population can be updated without further changes.
D) Temporarily move the protected population into the general operations scope during each audit cycle and restore the restriction afterward.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where a position status change should update downstream employee planning readiness before a workforce review. In the web-based UI, HR specialists change several positions to a reserved state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy segment the linked employee planning readiness flag does not update during validation.
Other hierarchy segments 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 segment added 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) Give planners broader edit access to the employee planning readiness field so they can correct the missing updates directly after each position save.
B) Review the dependency between the new hierarchy segment and downstream readiness propagation, then correct the configuration or binding controlling the linked employee update.
C) Recreate the affected positions under an older hierarchy segment so the downstream update behavior matches earlier records.
D) Ask HR specialists to update the employee planning readiness flag manually for the new hierarchy segment until validation is complete.

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

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

Solutions: