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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 an internal move process in the web-based UI before user training. Managers can select the employee’s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
B) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
C) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Broaden location visibility for all related structures so users see the same combined location list during internal moves.

2. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> After a targeted update to responsibility assignments, one employee change request routes correctly to the department reviewer. A second request for a similar department still remains with HR shared services.
Which next step best avoids a partial-fix trap?
Response:

A) Close workflow validation because at least one corrected request reached the expected department reviewer.
B) Remove HR shared-services visibility from all pending workflow requests so that department review becomes mandatory.
C) Retest representative employee changes across affected departments and compare routing results against the expected reviewer model.
D) Apply the same responsibility update to every department and assume the remaining request will route correctly after refresh.

3. A consultant is testing a workflow for manager-submitted temporary department changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests save and enter workflow for all tested groups, but for one newly added business population the request is routed to a fallback review queue whenever the change includes both a temporary end date and a position-linked cost impact.
The same combination routes to a specialized review step for existing populations. The customer wants to preserve the shared workflow framework and avoid creating separate business-population workflows because maintenance effort must remain low after go-live. The issue appeared after the new population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Create a separate workflow for the new business population so those requests always use the specialized review step.
B) Add the specialized reviewers to the fallback review queue so affected requests can still be handled without changing the current workflow logic.
C) Review the routing condition or rule precedence for the new business population, then correct the logic for requests combining temporary end date with position-linked cost impact.
D) Ask managers in the new population to route these requests through HR administrators until the workflow model can be simplified later.

4. A consultant is supporting a scheduled import of future-dated employee work-schedule corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A) Adjust the import handling for employees with overlapping approved future changes so the work-schedule correction fits into the effective-dated timeline without replacing later records.
B) Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.
C) Delete the approved future job-information workflow requests, then rerun the warning rows so the work-schedule correction can load without conflict.
D) Exclude employees with approved future workflow requests from all future work-schedule imports and require HR administrators to maintain those cases manually.

5. A consultant is validating a newly enabled cross-border transfer setup in SAP SuccessFactors Employee Central before a pilot rollout. In the public cloud web-based UI, managers can start the transfer and enter most required information. However, for one new country pair the assignment details section opens with the expected fields, but one required field group stays hidden after the page refresh even though it was visible at the start of testing.
Other country combinations keep that section visible throughout the action. The customer confirms that the group must remain visible because later approval routing depends on those values. They do not want a separate transfer variant or a manual correction step after submission. The issue started after recent country-specific setup adjustments were introduced into the tenant.
What should the consultant investigate first?
Response:

A) Review the country-specific transfer setup controlling section visibility, then correct the dependency that hides the required field group after refresh for the new country pair.
B) Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.
C) Ask managers to finish the transfer without that field group and let HR operations fill it in after approval for the affected country pair.
D) Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.

Solutions: