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

1. <strong>CHALLENGE 3 &#x2014; Terminal Manager Access for Operational Boundaries</strong> A terminal manager can access employees in one assigned dockside work area but cannot view a maintenance position that belongs to their terminal responsibility. Another unassigned customs-office 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 the terminal manager should be given access to all records until the maintenance position list is corrected.
C) Whether the permission role, target population, and terminal responsibility assignment align for both assigned and unassigned records.
D) Whether HR data administration can review the maintenance position instead of the terminal manager during design validation.

2. <strong>CHALLENGE 3 &#x2014; Resort Manager Access for Hospitality Boundaries</strong> Resort operations managers request broader visibility across hotel, conference, and banquet positions so they can help clear remediation items. The HR governance owner wants resort-level access boundaries to remain visible during the remediation cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Restrict resort operations managers from all banquet positions until housekeeping validation is fully complete.
B) Grant cross-resort access temporarily and rely on post-remediation review to identify any inappropriate record visibility.
C) Validate assigned-scope access and target populations with representative resort managers before considering any limited exception.
D) Keep current access unchanged and classify all blocked remediation items as evidence that the resort model is secure.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a monthly administrative import of employee job dat a. The import completes, but a subset of rows is rejected because the updates refer to records that already have future-dated changes scheduled for the same employees.
The customer needs the current month&#x2019;s administrative corrections loaded before payroll validation, but they do not want to overwrite the future-approved changes or flatten the timeline of planned updates. The failed rows are concentrated in one business area that recently completed workforce planning. The consultant must choose an action that preserves date-based data integrity while keeping the recurring import process usable.
What is the best next step?
Response:

A) Exclude the affected employees from the monthly import permanently and maintain them only through direct web-based edits.
B) Load all rejected corrections using today&#x2019;s date only, then recreate the future changes manually after payroll validation is finished.
C) Review the rejected rows against the existing future-dated timeline and adjust the import handling so the current correction fits without overwriting the approved future changes.
D) Delete the future-dated records for the affected employees so the monthly correction import can be applied cleanly to the current rows.

4. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text clearly explains that approver assignment may vary during testing.
B) Whether all regional managers can be added as approvers to every position-change workflow.
C) Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.
D) Whether HR specialists can bypass the approval step for test records until routing is stabilized.

5. A consultant is testing a workflow for manager-submitted temporary cost-center reassignment requests in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked budget impact bypass the intended review queue and go directly to the standard approval step.
Existing populations with the same combination still route through the intended review queue. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader approval process.
What is the best corrective action?
Response:

A) Ask managers in the new operational population to stop submitting these temporary reassignment requests until the workflow model is revised later.
B) Add the intended reviewers directly to the standard approval step so affected requests still receive some oversight before completion.
C) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked budget impact.
D) Create a separate workflow for the new operational population so the review queue is always included for those requests.

Solutions: