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

1. <strong>CHALLENGE 4 &#x2014; Manager Change Workflow for Store and Warehouse Contexts</strong> A store manager change routes to the expected district reviewer, but a comparable warehouse manager change remains with HR operations. The same district reviewer can approve other employee changes in assigned stores.
What should be validated before changing workflow routing?
Response:

A) Whether HR operations can approve all manager changes centrally until final manager testing is complete.
B) Whether the warehouse employee context, position assignment, and district responsibility support reviewer determination for the affected request.
C) Whether the workflow notification text tells users that warehouse requests may remain with HR operations.
D) Whether every district manager should be added to all manager-change workflows for the rehearsal period.

2. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI after a recent corporate data refresh. For one country group, users can start the transfer and choose the legal entity, but the cost center list is unexpectedly broader than intended and includes values from another region.
The transfer can still be saved, so the issue is not blocking execution. HR leadership wants the consultant to fix the problem before user training because financial reporting depends on controlled cost center selection. The customer does not want to remove the cost center field from the transaction or introduce a separate transfer design for that country group.
What is the best corrective action?
Response:

A) Hide the cost center field for that country group until the corporate data refresh can be reviewed after training.
B) Ask users to select the correct cost center manually from the broader list because the transfer still saves successfully.
C) Review the organizational associations introduced in the recent corporate data refresh and correct the relationship controlling cost center availability for that country group.
D) Duplicate the country-specific cost centers under new records so users can distinguish the correct values during transfer entry.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A) Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.
B) Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.
C) Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
D) Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.

4. 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) Create duplicate business-unit records for the new structure so the intended value appears separately in the selection list.
C) Broaden business-unit visibility for all related structures so managers can always find the missing value during organizational moves.
D) Review the organizational associations for company, department, and business unit in the new structure, then correct the relationship controlling filtered business-unit availability.

5. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> Compliance operations managers request temporary access to all branch and insurance division positions so they can clear pending remediation cases. The HR governance owner wants legal entity boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Validate assigned-scope access and target populations with representative compliance managers before considering any limited exception.
B) Keep current access unchanged and classify all blocked cases as proof that legal entity boundaries are working.
C) Restrict compliance managers from all insurance positions until branch testing is fully complete.
D) Grant cross-entity access temporarily and rely on post-remediation review to identify inappropriate visibility.

Solutions: