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

1. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A branch employee data change routes to the expected compliance reviewer, but a comparable insurance employee data change remains with corporate HR administrators. The same compliance reviewer can approve other changes in assigned branch contexts.
What should be validated before changing workflow configuration?
Response:

A) Whether every compliance reviewer should be added to all employee data workflows during remediation.
B) Whether corporate HR can approve all employee changes until the regulated workforce review begins.
C) Whether workflow notification text explains that insurance requests may remain with corporate HR.
D) Whether the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.

2. A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A) Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
B) Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
C) Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
D) Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.

3. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

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

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee standard-hours corrections before a monthly payroll control check. The import completes, but a subset of rows posts with warnings and leaves the target records unchanged. The affected employees already have approved future workflow requests for leave-related status changes in the same effective period.
Other employees in the same file update correctly in the web-based environment. The customer wants the current standard-hours correction preserved without deleting the approved future requests, because those requests are already part of the approved staffing plan. They also do not want a recurring manual exception process for employees with future approved changes.
What is the best next step?
Response:

A) Retry the warning rows under a broader administrative role so the import can override the approved future state for this monthly cycle.
B) Exclude employees with approved future workflow requests from all future standard-hours imports and require HR administrators to maintain those cases manually.
C) Adjust the import handling for employees with overlapping approved future changes so the standard-hours correction fits into the effective-dated timeline without replacing later records.
D) Delete the approved future leave-related workflow requests, then rerun the warning rows so the standard-hours correction can load without conflict.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled month-end correction process for a protected population of employees on temporary international assignments. In the web-based UI, HR operations users can search the records, open the correction page, edit the required fields, and reach the preview step. For that protected population only, the final commit does not complete and the page returns an access-scope message, while corrections for all other populations process successfully.
HR administrators can complete the same updates without issue. The customer wants the operations team to handle this population only for the approved month-end cycle and does not want administrator-level access copied broadly. The solution must preserve the tighter governance boundary and remain repeatable.
What is the best corrective action?
Response:

A) Ask HR administrators to continue processing the protected population each month while operations users handle all other groups.
B) Temporarily move the protected population into the general operations scope during each cycle and restore the restriction afterward.
C) Review the operations role permissions and target-population scope for the final correction step, then adjust only the approved execution scope needed for that protected population.
D) Copy the HR administrator permissions to the operations team during each month-end cycle so the protected records can be committed without further adjustments.

Solutions: