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

1. <strong>CHALLENGE 1 &#x2014; Resort Reference Alignment for Banquet Records</strong> Housekeeping employees and banquet coordinators use the same employee creation process, yet only some banquet records show unexpected resort context during review. HR coordination wants to avoid broad template rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether affected records reference resort or conference service values that were updated after the initial template build.
B) Whether HR coordination can manually override department association during seasonal staffing simulations.
C) Whether all workflow notifications for banquet changes use the same message template.
D) Whether resort operations managers can approve banquet position changes without reviewing employee context.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

A) Create duplicate business-unit records for the new structure so the intended value appears separately in the selection list.
B) Ask managers to choose a temporary business unit and let HR operations correct the final value after the transaction is completed.
C) Review the organizational associations for company, department, and business unit in the new structure, then correct the relationship controlling filtered business-unit availability.
D) Broaden business-unit visibility for all related structures so managers can always find the missing value during organizational moves.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A) Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.
B) Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.
C) Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.
D) Add the intermediate approver to the final approval step so all assignment changes receive review before completion.

4. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) The team can manually list which insurance requests remain pending with corporate HR.
B) Corporate HR can approve every pending request before the remediation summary is submitted.
C) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
D) Compliance reviewers receive notification emails for some successful branch employee changes.

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

Solutions: