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

1. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A branch employee data change routes to the expected compliance reviewer, but a comparable insurance employee data change remains with corporate HR administrators. The same compliance reviewer can approve other changes in assigned branch contexts.
What should be validated before changing workflow configuration?
Response:

A) Whether workflow notification text explains that insurance requests may remain with corporate HR.
B) Whether corporate HR can approve all employee changes until the regulated workforce review begins.
C) Whether every compliance reviewer should be added to all employee data workflows during remediation.
D) Whether the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary work-arrangement changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes to a general approval step instead of the intended review queue whenever both a temporary end date and a position-related organizational change are present.
Existing populations with the same combination still use the intended review queue. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the broader process.
What is the best corrective action?
Response:

A) Ask managers in the new population to submit these requests through HR administrators until the routing design can be simplified.
B) Create a separate workflow for the new operating population so the intended review queue is always used for those requests.
C) Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.
D) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-related organizational change.

3. <strong>CHALLENGE 2 &#x2014; Department Position Control for Manager Updates</strong> Position-update transactions are inconsistent only when the department context differs from the manager responsibility assignment prepared earlier. One update works, while another comparable update remains pending with HR shared services.
What is the most appropriate validation checkpoint?
Response:

A) Confirm that the position record, department context, and assigned manager responsibility align for the affected transaction.
B) Confirm that HR shared services users can approve the position update if the department manager does not receive it.
C) Confirm that the position update form contains all mandatory fields before submission.
D) Confirm that all managers can see the same list of position updates across the full network.

4. A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A) Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
B) Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.
C) Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
D) Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.

5. <strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> During rollout planning, most employee records can be created successfully, but selected facilities supervisor records show a service unit association that does not match the expected campus context. Several service unit values were corrected after initial department setup.
Which action best supports a controlled planning decision?
Response:

A) Compare affected records against active campus, department, and service unit values, then correct only records with confirmed dependency impact.
B) Give operations managers access to all facilities records so they can manually review and correct service unit associations.
C) Rework all campus, department, employee, and position records because any post-setup service unit correction invalidates the wave plan.
D) Continue formal validation because the employee records save successfully and the associations can be reviewed after the planning meeting.

Solutions: