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

2. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A) Whether every operations manager should be added to all position-change workflows during rollout planning.
B) Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
C) Whether the workflow notification text tells users that facilities requests may remain with HR administration.
D) Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A) Recreate all positions from the newer configuration set using the same method as the earlier working positions.
B) Give staffing users broader search access so newly approved positions appear regardless of process status.
C) Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
D) Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.

4. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A branch employee data change routes to the expected compliance reviewer, but a comparable insurance employee data change remains with corporate HR administrators. The same compliance reviewer can approve other changes in assigned branch contexts.
What should be validated before changing workflow configuration?
Response:

A) Whether every compliance reviewer should be added to all employee data workflows during remediation.
B) Whether the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.
C) Whether workflow notification text explains that insurance requests may remain with corporate HR.
D) Whether corporate HR can approve all employee changes until the regulated workforce review begins.

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

Solutions: