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

1. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Terminal Review</strong> After a targeted correction to maintenance position context, one position change routes to the expected terminal manager. Another comparable maintenance change still remains with HR data administration.
Which next step best avoids a partial-fix trap?
Response:

A) Retest representative position-change transactions across affected maintenance contexts and compare reviewer outcomes.
B) Remove HR data administration visibility from pending workflow requests so terminal review becomes the only visible path.
C) Apply the same position-context correction to every maintenance record and assume routing will align after refresh.
D) Close workflow validation because at least one corrected maintenance change reached the expected reviewer.

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A) Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
B) Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.
C) Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
D) Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.

3. <strong>CHALLENGE 3 &#x2014; Resort Manager Access for Hospitality Boundaries</strong> A resort operations manager can access employees in one assigned housekeeping department but cannot view a banquet position that belongs to their resort responsibility. Another unassigned conference-center position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the employee creation import should be reloaded before any access testing continues.
B) Whether the resort manager should be given access to all records until the banquet position list is corrected.
C) Whether HR coordination can review the banquet position instead of the resort manager during remediation.
D) Whether the permission role, target population, and resort responsibility assignment align for both assigned and unassigned records.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A) Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
B) Review the country-specific configuration controlling the field&#x2019;s defaulting logic and correct the dependency supplying the value during hire creation.
C) Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
D) Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.

5. <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 HR services can approve all position changes centrally until broader district validation begins.
C) Whether every district manager should be added to all position-change workflows during UAT.
D) Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.

Solutions: