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

1. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> The project team has two access options: maintain strict regional boundaries and leave several valid manager test cases blocked, or grant broad regional visibility and complete all test cases quickly. Which option best supports the SIT objective?
Response:

A) Adjust roles and target populations to support assigned manager responsibilities, then retest blocked and out-of-scope records.
B) Maintain strict boundaries without adjustment because blocked access always confirms secure design.
C) Move access validation to a later phase and let HR operations complete all manager-facing test cases.
D) Grant broad visibility for all regional managers because complete test execution is more important than access evidence.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.
B) Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
C) Create a separate workflow for the new business population so the escalation review step is always included for those requests.
D) Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.

3. A consultant is testing a workflow for manager-submitted temporary supervisory coverage changes 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 support population, requests that include both a temporary end date and a position-linked approval impact bypass the intended control review and go straight to the final approval stage.
Existing populations with the same combination still pass through control review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Ask managers in the new support population to stop using temporary supervisory coverage requests until the workflow model is revised later.
B) Add the control reviewers directly to the final approval stage 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 approval impact.
D) Create a separate workflow for the new support population so the control review is always included for those requests.

4. A consultant is supporting a scheduled import of future-dated employee work-schedule corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

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

5. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> Regional claims managers request broader visibility across claims, underwriting support, and surge-team positions so they can help clear open SIT items. The HR governance owner wants regional access boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Grant cross-region access temporarily and rely on post-SIT review to identify any inappropriate record visibility.
B) Keep current access unchanged and classify all blocked SIT items as evidence that the regional model is secure.
C) Validate assigned-scope access and target populations with representative regional managers before considering any limited exception.
D) Restrict regional managers from all underwriting and surge-team positions until standard claims validation is complete.

Solutions: