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

1. <strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> A plant manager can access employees in one assigned production department but cannot view an engineering position that belongs to their workforce responsibility. Another unassigned production position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the transfer import file should be reloaded before any access testing continues.
B) Whether corporate HR can review the engineering position instead of the plant manager during hypercare.
C) Whether the plant manager should be given access to all records until the engineering position list is corrected.
D) Whether the permission role, target population, and plant responsibility assignment align for both assigned and unassigned records.

2. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> HR operations proposes a temporary permission change that lets regional managers view all surge-team records while keeping standard claims records restricted by region. The proposal would clear blocked assignments quickly.
Which concern should drive the consultant&#x2019;s recommendation?
Response:

A) The proposal is unacceptable because regional managers should never participate in position validation.
B) The proposal may preserve some claims restrictions but still obscure whether surge-team target populations follow the intended regional coverage model.
C) The proposal should be accepted because surge-team positions are temporary and do not require governance evidence.
D) The proposal proves that the original permissions are correct because only surge-team records need expansion.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a scheduled import of organizational assignments before a payroll preparation cycle. The import completes, but several rows are marked as skipped rather than failed. The skipped records all belong to employees whose future organizational changes were already approved earlier in the month.
HR operations wants the current correction loaded now, but the customer does not want approved future changes removed or replaced. The web-based environment is stable, and the same file updates other employees correctly. The consultant must restore repeatable monthly processing without flattening the employee timeline or forcing manual edits for the affected population.
What is the best next action?
Response:

A) Delete the approved future changes for the affected employees, then rerun the same file so the skipped rows can load normally.
B) Split the skipped rows into a separate file and route them to HR administrators for manual web-based maintenance each month.
C) Load the skipped rows with today&#x2019;s date only, then rebuild the future organizational changes after payroll preparation is complete.
D) Adjust the import handling for the skipped employees so the current correction fits the existing future-dated sequence without overwriting approved later records.

4. A consultant is validating a manager-led organizational change process in a public cloud SAP SuccessFactors Employee Central tenant before a controlled regional launch. In the web-based UI, managers can select company and legal entity, but for one newly activated structure the available employee class values are broader than expected and include classes intended for a different operational branch. Other structures display the correct narrowed list.
The transaction still saves, but testers are choosing incorrect combinations because the filtered scope is too wide. HR leadership wants the issue corrected before training because downstream approvals and reporting depend on controlled employee class selection. The customer does not want broader visibility across structures or a separate process for this new rollout group.
What is the best next step?
Response:

A) Create duplicate employee class records for the new structure so the intended values appear separately from the other branch.
B) Broaden employee class visibility for all nearby structures so the same larger list appears consistently during organizational changes.
C) Review the organizational associations for company, legal entity, and employee class in the new structure, then correct the relationship controlling filtered employee class availability.
D) Ask managers to continue with the current list and rely on training instructions to choose the correct employee class during processing.

5. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> A project coordinator proposes a temporary role that lets HR shared services view all employee and position records across the network. The coordinator argues that this will prevent delays before the next validation group joins testing.
Why is this option less appropriate?
Response:

A) It reduces the ability to confirm whether location-based target populations and role assignments support the intended operating model.
B) It prevents HR shared services from completing employee data changes in the preproduction tenant.
C) It forces the team to reload location and department values before permission roles can be tested.
D) It requires all department managers to approve records before HR shared services can view them.

Solutions: