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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 tenant, a consultant is testing a manager-initiated change workflow in the web-based UI before pilot sign-off. Requests for standard job changes route correctly, but when the change also includes a temporary assignment indicator, the workflow still starts and saves successfully yet skips the expected compliance review step for one regional population.
Other regions with the same change type route through the full sequence. The customer confirms the compliance review step must remain in the design, but they do not want separate full workflows for each region because long-term support must stay simple. The issue appeared after the affected region was added to the workflow scope during the latest setup cycle.
What should the consultant do first?
Response:

A) Add the compliance reviewer directly to the existing final approval step so the request always reaches that audience.
B) Review the condition or rule that determines when the compliance review step is inserted, then correct the regional logic for combined temporary-assignment changes.
C) Ask managers in that region to submit the temporary assignment through HR administrators until the pilot is finished.
D) Build a separate regional workflow so the compliance review step can be forced for that population.

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

3. A consultant is testing a standardized manager-driven organizational update in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves successfully for all employee groups, but for one newly enabled contingent-like internal population the expected follow-on update to a related employee data segment does not occur.
The same transaction updates that segment correctly for established populations. The customer wants to keep one consistent transaction design across the tenant and does not want HR operations to add the missing update after each case. The issue began when the new population was included in the transaction scope during the latest configuration cycle.
What should the consultant investigate first?
Response:

A) Give managers direct access to edit the related data segment during the same transaction so the missing update can be completed immediately.
B) Review the transaction setup and post-save derivation dependency for the newly enabled population, then correct the configuration controlling the missing follow-on update.
C) Move the affected employees temporarily into an established population so the existing transaction behavior applies during the pilot.
D) Ask HR operations to maintain the missing data segment manually for the new population until the pilot is completed.

4. A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A) Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.
B) Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
C) Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
D) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.

5. <strong>CHALLENGE 2 &#x2014; Shared Maintenance Position Context Across Terminals</strong> Maintenance positions are available during assignment, but some assigned maintenance planners show terminal context that does not match the shared maintenance model. Dockside crew assignments behave as expected.
Which validation action best distinguishes maintenance position behavior from a general employee creation concern?
Response:

A) Convert affected maintenance positions into dockside crew positions so they follow the working dockside assignment pattern.
B) Remove terminal context from maintenance positions so assignment can be completed without terminal-based validation.
C) Test representative maintenance position assignments and manager-facing review results against the intended work-area and terminal context.
D) Ask HR data administration to complete all maintenance assignments centrally until configuration testing starts.

Solutions: