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

1. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A) The team can manually list which underwriting requests are still pending with HR operations.
B) Representative position-change tests show that routing follows regional responsibility when employee and position context align.
C) HR operations can approve every pending request before the readiness summary is submitted.
D) Regional managers receive notification emails for some successful claims position changes.

2. 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correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.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) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
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) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
D) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.

3. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A) Review the country-specific configuration controlling the field&#x2019;s defaulting logic and correct the dependency supplying the value during hire creation.
B) Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
C) Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
D) Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A) Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.
B) Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
C) Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
D) Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.

5. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether department managers should be removed from validation until the template is finalized.
B) Whether the affected employee records reference location and department values that were active and aligned when validation began.
C) Whether the workflow notification for rehabilitation-center employees uses the correct message text.
D) Whether HR shared services can complete all rehabilitation-center records without manager participation.

Solutions: