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

1. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A) Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.
B) Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
C) Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
D) Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.

2. 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) Review the dependency between the new position reason group and shared-state enforcement, then correct the configuration controlling incumbent-assignment behavior after save.
B) Recreate the affected positions under an older reason group so the current shared-position behavior matches existing records.
C) 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.
D) Give planners broader permissions so they can decide case by case whether direct incumbent assignment should still be allowed.

3. A consultant is validating a position archival process in SAP SuccessFactors Employee Central and Position Management before a quarterly structure cleanup. In the public cloud web-based environment, HR specialists can change selected positions to an archived status and save successfully. The archived status is visible on the position record, but for a subset of archived positions the expected restriction on reuse does not apply, and those positions still appear selectable during later planning preparation.
Older archived positions behave correctly. The customer confirms the affected positions belong to a newly introduced position category used for short-term project roles and wants to keep that category because reporting depends on it. The consultant must restore correct archival behavior without asking planners to manually screen out invalid positions.
What should the consultant investigate first?
Response:

A) Recreate the affected positions under an older category so archival behavior matches existing records immediately.
B) Ask planners to verify every archived project-role position manually before using any list in planning preparation.
C) Review the dependency between the new position category and archival-state enforcement, then correct the configuration controlling reuse restrictions after save.
D) Remove the archived status from the process and instruct users to track obsolete positions outside the system during cleanup.

4. <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 permission role, target population, and plant responsibility assignment align for both assigned and unassigned records.
D) Whether the plant manager should be given access to all records until the engineering position list is corrected.

5. A consultant is validating a position-blocking process before a quarterly planning review in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists can mark selected positions as blocked and save successfully. The blocked status is visible on the position record, but for a subset of those positions the expected restriction on downstream staffing preparation does not activate, and planners can still include them in preparation lists.
Older blocked positions behave correctly. The customer confirms the affected records belong to a newly introduced position usage type created for temporary project coverage and wants to keep that usage type because reporting depends on it. The consultant must restore expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A) Review the dependency between the new position usage type and blocked-state enforcement, then correct the configuration controlling downstream staffing restrictions after save.
B) Give planners broader permissions so they can decide case by case whether blocked positions should remain selectable during preparation.
C) Recreate the affected positions under an older usage type so the existing blocked-position behavior applies immediately.
D) Ask planners to maintain a manual list of blocked project-coverage positions and remove them from preparation lists before each planning cycle.

Solutions: