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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 Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A) Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
B) Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
C) Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
D) Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-submitted temporary role changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the request skips the policy-review step whenever the transaction includes both a temporary end date and a position-linked reporting change.
Similar requests for existing populations still include the policy review as designed. The customer wants to keep the shared workflow framework because separate regional workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without changing the underlying business process design.
What is the best corrective action?
Response:

A) Add the policy reviewer directly to the final approval step so affected requests still receive additional oversight before completion.
B) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date and position-linked reporting change.
C) Create a separate regional workflow so requests from the new population always include the policy-review step.
D) Ask managers in the new regional population to submit these cases through HR administrators until the routing design is simplified later.

3. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether HR shared services can complete all rehabilitation-center records without manager participation.
B) Whether department managers should be removed from validation until the template is finalized.
C) Whether the workflow notification for rehabilitation-center employees uses the correct message text.
D) Whether the affected employee records reference location and department values that were active and aligned when validation began.

4. In a web-based SAP SuccessFactors Employee Central tenant, a consultant is validating a workflow for position-to-employee update processing. When a manager submits a job information change tied to a position, the request is saved successfully but routes to a generic HR approval step instead of the regional approver required by the design.
The customer confirms that the workflow itself is active and that regional approvers exist for the affected areas. The business asks for a correction that preserves the standard approval chain and does not create separate workflows for every region because maintenance must stay simple in the public cloud environment.
What is the best correction?
Response:

A) Review the rule or workflow derivation condition that determines the regional approver context, then correct the source condition or mapping used during submission.
B) Replace the current workflow with separate regional workflows so each region has its own fixed approver chain.
C) Assign all regional approvers to the generic HR step so any of them can approve the request.
D) Instruct managers to select the correct regional approver manually until the next release cycle.

5. A consultant is validating a manager-led organizational reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly activated operating structure the department list includes valid-looking departments from a neighboring structure. The process remains usable, but testers are choosing incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed department set. The customer wants the issue fixed without broadening department visibility across unrelated structures and without creating a separate reassignment design for the new rollout group. Reporting integrity and approval routing depend on correct department selection.
What is the best next step?
Response:

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

Solutions: