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

1. <strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> During rollout planning, most employee records can be created successfully, but selected facilities supervisor records show a service unit association that does not match the expected campus context. Several service unit values were corrected after initial department setup.
Which action best supports a controlled planning decision?
Response:

A) Compare affected records against active campus, department, and service unit values, then correct only records with confirmed dependency impact.
B) Continue formal validation because the employee records save successfully and the associations can be reviewed after the planning meeting.
C) Rework all campus, department, employee, and position records because any post-setup service unit correction invalidates the wave plan.
D) Give operations managers access to all facilities records so they can manually review and correct service unit associations.

2. A consultant is validating a controlled monthly employee data correction process in a web-based SAP SuccessFactors Employee Central tenant before an audit review. HR operations users can search, open, and edit records for approved populations. For one sensitive compensation-review population, the correction preview shows the intended changes, but the final commit returns an access-scope message and leaves those rows unchanged.
HR administrators can process the same rows successfully.The customer wants the approved operations team to handle this population only for the monthly correction process and does not want full administrator access copied to them. The consultant must restore repeatable execution while preserving the stricter governance boundary around this population.
What is the best corrective action?
Response:

A) Ask HR administrators to continue processing the sensitive population every month while operations handles all other populations.
B) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that sensitive population.
C) Copy the HR administrator permissions to the operations team during each monthly cycle so the final commit can complete for the affected rows.
D) Temporarily move the sensitive compensation-review population into the general operations scope during each monthly cycle and restore the restriction afterward.

3. <strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> Plant managers request temporary access to all engineering and production positions so they can help close open hypercare cases. The HR governance lead wants plant-level visibility controls to remain observable.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Restrict plant managers from all engineering positions until production transfer processing is fully stabilized.
B) Validate assigned-scope access and target populations with representative plant managers before considering any limited exception.
C) Grant cross-plant access temporarily and rely on post-hypercare review to identify any inappropriate record visibility.
D) Keep current access unchanged and classify all blocked hypercare cases as evidence that the plant model is secure.

4. A consultant is testing an approval process for manager-initiated changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the workflow starts and reaches the first approver, but a second approval step that should be triggered only for high-impact job changes is not added for certain transactions. The customer confirms that the second-step approver group exists and is active.
The issue is noticed only when the transaction includes a combination of compensation-related and organizational updates. The customer wants a fix that preserves the existing workflow framework and does not require maintaining parallel approval processes for each business variation.
Which action best addresses the root cause?
Response:

A) Instruct managers to split combined changes into multiple transactions so the second-step condition is easier to trigger.
B) Review the business rule or condition that determines when the additional approval step should be inserted, then correct the logic for the combined transaction pattern.
C) Create separate workflows for each combination of compensation and organizational change so the missing second step can be controlled manually.
D) Add the second approver group directly to the first step so all relevant requests receive two approvals in the same stage.

5. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> A compliance manager can access employees in one assigned branch but cannot view an insurance position that belongs to their regulated review scope. Another out-of-scope corporate position appears in their review list.
What should the consultant validate first?
Response:

A) Whether corporate HR can review the insurance position instead of the compliance manager during remediation.
B) Whether the compliance manager should be given access to all records until the insurance position list is corrected.
C) Whether the permission role, target population, and compliance responsibility assignment align for both assigned and out-of-scope records.
D) Whether employee import templates should be reloaded before access testing continues.

Solutions: