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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 manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A) Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
B) Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
C) Create duplicate location records for the new structure so the intended value appears separately in the selection list.
D) Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.

2. <strong>CHALLENGE 4 &#x2014; Position Change Routing for District Review</strong> A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text tells users that mobile repair requests may remain with HR services.
B) Whether every district manager should be added to all position-change workflows during UAT.
C) Whether HR services can approve all position changes centrally until broader district validation begins.
D) Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.

3. A consultant is validating a manager process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, managers can open employee records and start a job information change, but the submit button is missing for one population that includes confidential roles.
HR administrators can submit the same transaction without issue. The customer confirms that the process should remain available to managers for their reporting lines, but only within the approved population scope. The business does not want a fast fix that exposes confidential employee groups more broadly or shifts all transactions back to HR administration.
What is the best corrective action?
Response:

A) Ask managers to save their changes as drafts and let HR administrators submit them on their behalf for confidential roles.
B) Review the manager role permissions and target population settings for the affected job information action, then correct only the approved submission scope for that manager population.
C) Copy the HR administrator permission set to managers so the submit button appears consistently across all employee groups.
D) Remove the confidentiality restriction from the affected population during the project phase so managers can complete testing.

4. A consultant is validating a new-country transfer setup in SAP SuccessFactors Employee Central before a phased rollout. In the public cloud web-based UI, managers can launch the transfer action and complete employee selection, but when they open the employment details section, one required field group is shown in the correct place yet remains non-editable for the new country only.
Other countries allow the same field group to be updated during transfer. The customer confirms that the field group must stay editable because later approval routing depends on the values entered there. They do not want a country-specific manual correction step or a separate transfer design. The issue began after the latest country setup changes were introduced.
What should the consultant investigate first?
Response:

A) Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.
B) Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.
C) Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.
D) Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.

5. <strong>CHALLENGE 1 &#x2014; Business Unit References for Insurance Employee Records</strong> A remediation tester finds that affected insurance employee records reference business unit values adjusted after their related position records were first validated. Comparable branch records reference unchanged values and review correctly.
Which validation sequence is most appropriate?
Response:

A) Validate affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
B) Change compliance workflow routing first because the affected requests remain with corporate HR administrators.
C) Expand compliance manager access first so all affected records can be reviewed without checking references.
D) Copy branch business unit values into affected insurance records because branch records review correctly.

Solutions: