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

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

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

2. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A) Recreate all positions from the newer configuration set using the same method as the earlier working positions.
B) Give staffing users broader search access so newly approved positions appear regardless of process status.
C) Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
D) Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.

3. A consultant is validating a position sharing process in SAP SuccessFactors Employee Central and Position Management before a staffing review. In the public cloud web-based environment, HR specialists can mark selected positions as shared and save successfully. The shared indicator is visible on the position record, but for a subset of those positions the expected restriction on direct incumbent assignment does not activate, and follow-on planning still treats them as single-holder positions.
Older shared positions behave correctly. The customer confirms the affected records belong to a newly introduced position reason group used for cross-functional coverage and wants to keep that design because reporting depends on it. The consultant must restore proper behavior without requiring planners to manually identify which shared positions should be handled differently.
What should the consultant investigate first?
Response:

A) Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
B) Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.
C) Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.
D) Ask planners to keep a manual list of shared positions in the new reason group and avoid treating them as single-holder roles during staffing review.

4. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar&#x2019;s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

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

5. <strong>CHALLENGE 2 &#x2014; Shared Maintenance Position Context Across Terminals</strong> Maintenance positions are available during assignment, but some assigned maintenance planners show terminal context that does not match the shared maintenance model. Dockside crew assignments behave as expected.
Which validation action best distinguishes maintenance position behavior from a general employee creation concern?
Response:

A) Ask HR data administration to complete all maintenance assignments centrally until configuration testing starts.
B) Convert affected maintenance positions into dockside crew positions so they follow the working dockside assignment pattern.
C) Test representative maintenance position assignments and manager-facing review results against the intended work-area and terminal context.
D) Remove terminal context from maintenance positions so assignment can be completed without terminal-based validation.

Solutions: