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

1. <strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

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

2. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A surge-team assignment can be saved, but manager-facing review later displays inconsistent regional context. The operations sponsor asks whether the team can proceed if HR operations verifies surge assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed with offline HR verification because it preserves the SIT schedule and the assignment record saves successfully.
B) Open all surge-team positions to regional managers temporarily so they can confirm assignments faster during validation.
C) Narrow the validation set and verify representative surge-team assignments in the system before relying on offline confirmation.
D) Stop all standard claims and surge-team testing until every position record across all regions is rebuilt.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> After a targeted correction to underwriting position context, one position change routes to the expected regional manager. Another comparable underwriting position change still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

A) Retest representative position-change transactions across affected underwriting contexts and compare reviewer outcomes.
B) Apply the same position-context correction to every underwriting record and assume routing will align after refresh.
C) Close workflow validation because at least one corrected underwriting change reached the expected reviewer.
D) Remove HR operations visibility from pending workflow requests so regional review becomes the only visible path.

4. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A) Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
B) Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
C) Create duplicate cost center records for the new structure so the intended values appear separately in the list.
D) Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating employee transfers between organizational units after a recent corporate data maintenance cycle. In the web-based UI, the transfer action opens normally, but for one set of regions the target department list is incomplete even though the departments exist in the system. Users can complete transfers in other regions without issue.
HR administrators confirm that the missing departments were introduced during the latest corporate structure update and should be available only within specific organizational combinations. The customer wants the consultant to restore accurate selection behavior without weakening organizational controls or exposing departments outside their intended scope.
What is the best next step?
Response:

A) Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.
B) Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.
C) Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.
D) Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.

Solutions: