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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 tenant, a consultant is validating a recurring month-end correction process for a protected international assignment population. In the web-based UI, HR operations users can search the records, open the correction page, edit the relevant values, and preview the changes. For that protected population only, the final processing step returns a scope message and leaves the records unchanged.
The same users complete the process successfully for all other groups, and HR administrators can process the protected records without issue. The customer wants the operations team to handle this population only for the approved month-end process and does not want broad administrator access copied to them. The solution must preserve the stricter control boundary and remain repeatable.
What is the best corrective action?
Response:

A) Temporarily move the protected population into the general operations scope during each month-end cycle and restore the restriction afterward.
B) Review the operations role permissions and target-population scope for the final processing step, then adjust only the approved execution scope required for that protected population.
C) Ask HR administrators to continue processing the protected international assignment population each month while operations users handle all other groups.
D) Copy the HR administrator permissions to the operations team during each month-end cycle so the protected records can be processed without further changes.

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) Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.
C) 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.
D) Create a separate workflow for the new operating population so the intended review queue is always used for those requests.

3. A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.
B) Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
C) Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
D) Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.

4. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> During template validation, HR analysts can create employee records for clinic locations, but rehabilitation-center records show different required-field behavior. Recent configuration notes show that some location-related values were refreshed after employee and position validation began.
Which action best supports a controlled readiness decision?
Response:

A) Continue testing because the records save successfully and required-field behavior can be reviewed after rollout.
B) Pause all validation and rebuild every location, department, employee, and position record from the beginning.
C) Compare affected records against active location and department values, then correct only records with confirmed dependent-data impact.
D) Give HR analysts broader edit access so they can manually complete the missing fields during validation.

5. A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
B) Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.
C) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
D) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.

Solutions: