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

1. 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.

2. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A) Close position responsibility validation because one corrected request reached the expected compliance reviewer.
B) Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
C) Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
D) Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.

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

4. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A) Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
B) Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
C) Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
D) Restrict HR shared-services access further until department managers complete all location-specific validation.

5. <strong>CHALLENGE 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> During validation, several position records can be selected during employee assignment, but the regional context shown later in review does not match the expected operating area. The team confirms that some corporate data values were created after the initial position import.
Which action best supports a controlled correction before the next manager test cycle?
Response:

A) Continue manager validation and document the behavior as a known limitation until the next rollout wave.
B) Reload all employee and position records so that every imported object is rebuilt using the newest corporate data values.
C) Expand HR specialist permissions temporarily so that users can correct affected employee and position records during testing.
D) Validate the active foundation data referenced by affected records, then selectively correct or reload only dependent records with confirmed mismatches.

Solutions: