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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 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.

2. A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

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

3. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> A regional manager can access employees in one assigned claims region but cannot view a surge-team position that belongs to their temporary coverage responsibility. Another unassigned underwriting support position appears in their review list.
What should the consultant validate first?
Response:

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

4. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> After selected data corrections, one regional position-change workflow routes correctly, but another comparable request still reaches an unexpected approver. The team wants to close the readiness review with minimal additional testing.
Which next step best confirms whether the correction is sufficient?
Response:

A) Execute representative position-change transactions across affected regional contexts and compare approver results against the expected responsibility model.
B) Apply the same correction to all regions and close workflow validation after one successful retest.
C) Approve the corrected workflow case and treat the remaining variation as a user-training item.
D) Disable workflow routing for position changes until all regional managers complete access validation.

5. <strong>CHALLENGE 1 &#x2014; District Reference Alignment for Repair Lead Records</strong> During UAT, most employee records can be created successfully, but selected mobile repair lead records show a facility association that does not match the expected district context. Several field service zone values were updated after the early configuration cycle.
Which action best supports a controlled UAT decision?
Response:

A) Rework all district, facility, employee, and position records because any post-configuration field service zone update invalidates the UAT cycle.
B) Give district managers access to all mobile repair records so they can manually review and correct facility associations.
C) Continue broader validation because the employee records save successfully and the associations can be reviewed after the next test cycle starts.
D) Compare affected records against active district, facility, and field service zone values, then correct only records with confirmed dependency impact.

Solutions: