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

1. <strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Delay all testing until every employee and position record across the full company is reloaded and reviewed.
B) Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
C) Allow managers to view all positions during testing, then restore regional filtering before production preparation.
D) Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.

2. 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) Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.
B) 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.
C) Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.
D) Ask managers to finish the transfer without that field group and let HR operations fill it in after approval for the affected country pair.

3. A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

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

4. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> The operations sponsor asks whether SIT can continue if only the affected underwriting records are corrected. HR operations has limited time before policy renewal staffing scenarios are added.
Which evidence best supports continuing with bounded scope?
Response:

A) Regional managers can see all underwriting records after temporary access is granted for the SIT window.
B) The workflow notification log shows that position-change messages were generated for the affected employees.
C) HR operations can manually update the reviewed association for all records before the staffing scenarios begin.
D) The affected records are linked to specific revised reference values, and unaffected claims records still validate against the intended regional pattern.

5. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A) Whether every plant manager should be added to all transfer workflows during the hypercare period.
B) Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
C) Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
D) Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.

Solutions: