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

1. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> A branch position change routes to the expected compliance operations manager, but a comparable insurance division position change remains with corporate HR administrators. The position records were validated before some responsibility assignments were updated.
Which validation action best distinguishes position responsibility behavior from a general workflow concern?
Response:

A) Route all insurance position changes directly to corporate HR administrators until the regulated review is complete.
B) Remove business unit context from insurance positions so reviewer determination does not depend on it.
C) Test representative branch and insurance position changes against position context and compliance responsibility assignments.
D) Assign every compliance manager to every insurance position change so no request remains pending.

2. A consultant is validating administrative exports in a web-based SAP SuccessFactors Employee Central environment before a controlled audit cycle. HR operations users can run an employee data export for most populations, but records belonging to one restricted regional group are missing from the output even though those employees are visible in standard profile searches for authorized staff.
The customer wants the monthly export to include that regional group for the approved operations team only, without expanding general access to sensitive employee data outside the audit process. The consultant must correct the issue in a way that supports repeatable export operations and preserves the region&#x2019;s stricter governance boundary.
Which action should the consultant take first?
Response:

A) Remove the regional sensitivity setting temporarily during the monthly export window so the records can flow into the file without further configuration changes.
B) Review the export user role and target population scope for the approved audit process, then adjust only the authorized export access for that restricted regional group.
C) Add the restricted regional group to the general HR operations audience so all standard exports automatically include the missing employees.
D) Ask the regional HR team to run a separate local export each month and combine the files manually after the audit cycle starts.

3. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A) Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
B) Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
C) Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
D) Close position responsibility validation because one corrected request reached the expected compliance reviewer.

4. <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) Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.
B) Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.
C) Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
D) Reassign the hidden position to a different supervisor and repeat the review from the original manager account.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
B) Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
C) Export the affected positions, assign them new identifiers, and reload them under a different position type.
D) Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.

Solutions: