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

1. <strong>CHALLENGE 1 &#x2014; District Reference Alignment for Repair Lead Records</strong> Plant technicians and mobile repair leads use the same employee creation process, yet only some repair records show unexpected district context during review. HR services wants to avoid broad configuration rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether affected records reference district or field service zone values that were updated after the early configuration cycle.
B) Whether HR services can manually override facility association during emergency roster planning.
C) Whether all workflow notifications for mobile repair changes use the same message template.
D) Whether district managers can approve mobile repair position changes without reviewing employee context.

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

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee&#x2019;s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A) Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
B) Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.
C) Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.
D) Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.

4. A consultant is testing a controlled data correction process in a web-based SAP SuccessFactors Employee Central tenant before month-end operations. HR operations users can launch an employee data correction for all approved populations, but for one restricted regional group the final review screen opens with all changed values visible while the confirm action is unavailable.
HR administrators can complete the same correction for that group without issue. The customer wants the operations team to handle the process for the restricted region only within the approved monthly cycle and does not want administrator-level access copied broadly. The consultant must restore the controlled execution path without weakening the region&#x2019;s stricter governance boundary.
What is the best corrective action?
Response:

A) Review the operations role permissions and target population settings for the final execution step, then adjust only the authorized confirm scope required for that restricted regional group.
B) Ask HR administrators to complete the restricted-region confirmations each month while operations users handle the rest of the population.
C) Copy the administrator permission set to the operations role for the restricted region so the confirm action becomes available immediately.
D) Temporarily move the restricted region into the general operations population during month-end processing and restore it afterward.

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary supervisory 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 directly to the standard approval path instead of the intended review queue whenever both a temporary end date and a position-linked organizational impact are present.
Existing populations with the same combination still use the intended review path. 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 overall business process.
What is the best corrective action?
Response:

A) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked organizational impact.
B) Create a separate workflow for the new operating population so the intended review path is always used for those requests.
C) Ask managers in the new population to submit those requests through HR administrators until the routing design can be simplified later.
D) Add the intended review queue members to the standard approval path so affected requests still receive additional oversight.

Solutions: