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

1. <strong>CHALLENGE 3 &#x2014; District Manager Access for Store Cluster Boundaries</strong> A district manager can access employees in one assigned store cluster but cannot view a warehouse position that belongs to their seasonal staffing responsibility. Another unassigned store position appears in their review list.
What should the consultant validate first?
Response:

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

2. <strong>CHALLENGE 3 &#x2014; Role-Based Access Boundaries for HR Operations</strong> Support tickets increase because some HR specialists cannot view records they believe they need for validation. A project coordinator suggests temporarily assigning a broader HR role to all regional HR users until testing is complete.
What is the best configuration decision?
Response:

A) Use broad temporary access because the environment is still preproduction and validation speed is the immediate priority.
B) Adjust target populations and role assignments based on the intended regional responsibilities, then retest with representative HR users.
C) Defer permission validation until after position and workflow testing are fully complete.
D) Remove regional restrictions from employee records and rely on workflow approvals to control inappropriate changes.

3. <strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> A regional manager can see some position records outside their operating area, while another valid position in their own division is not visible during review. HR specialists report that the same position can still be used during assignment.
Which validation path best distinguishes position setup behavior from a general permission complaint?
Response:

A) Compare position attributes, employee assignment context, and manager-view visibility using representative users from multiple regions.
B) Reassign the hidden position to a different supervisor and repeat the review from the original manager account.
C) Ask HR specialists to complete all position assignments centrally until manager visibility is reviewed after rollout.
D) Grant the regional manager broader access to all position records so that visibility can be tested without regional restrictions.

4. <strong>CHALLENGE 3 &#x2014; Terminal Manager Access for Operational Boundaries</strong> Terminal managers request broader visibility across all dockside, customs, and maintenance positions so they can help clear design validation items. The HR governance owner wants terminal-level access boundaries to remain visible during the design cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

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

5. A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves correctly, but one derived employee field remains unchanged after completion for a group of workers in a recently added business unit.
The same process updates that field correctly in other business units. The customer wants the transaction to remain standardized across the tenant and does not want managers or HR users to maintain the field manually after each change. The issue started after the new business unit was added to the organizational structure and made available for transactions.
What is the best next step?
Response:

A) Reassign the affected employees temporarily to an older business unit where the field derivation already works correctly.
B) Ask managers to maintain the derived field manually for the new business unit until the next release of the project scope.
C) Review the transaction configuration and derivation dependency for the newly added business unit, then correct the setup controlling how the employee field is populated after save.
D) Grant HR administrators direct edit access to the derived field so they can correct each record after transaction completion.

Solutions: