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

1. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A) Ask HR administration to complete all facilities assignments centrally until formal validation starts.
B) Remove campus context from facilities positions so assignment can be completed without campus-based validation.
C) Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.
D) Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.

2. A consultant is validating a position-based readiness process before a succession 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 an approved-for-readiness state and save successfully. The new state is visible on the position records, but for positions in one newly introduced regional segment the linked employee-side planning eligibility flag does not update during follow-up validation.
Other regional segments behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side correction 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) Recreate the affected positions under an older regional segment so the downstream update behavior matches earlier records.
B) Ask HR specialists to update the employee planning eligibility flag manually for the new regional segment until the checkpoint is completed.
C) Review the dependency between the new regional segment and downstream planning-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.

3. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A) Create duplicate location records for the new structure so the intended value appears separately in the selection list.
B) Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
C) Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.

4. <strong>CHALLENGE 3 &#x2014; Resort Manager Access for Hospitality Boundaries</strong> A resort operations manager can access employees in one assigned housekeeping department but cannot view a banquet position that belongs to their resort responsibility. Another unassigned conference-center position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the employee creation import should be reloaded before any access testing continues.
B) Whether HR coordination can review the banquet position instead of the resort manager during remediation.
C) Whether the permission role, target population, and resort responsibility assignment align for both assigned and unassigned records.
D) Whether the resort manager should be given access to all records until the banquet position list is corrected.

5. <strong>CHALLENGE 3 &#x2014; District Manager Access for Store Cluster Boundaries</strong> A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the employee import template should be reloaded before any access testing continues.
B) Whether the permission role, target population, and district responsibility assignment align for both assigned and unassigned records.
C) Whether the district manager should be given access to all records until the warehouse position list is corrected.
D) Whether HR operations can review the warehouse position instead of the district manager during final testing.

Solutions: