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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> A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A) Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
B) Whether the workflow notification text tells users that underwriting requests may remain with HR operations.
C) Whether every regional claims manager should be added to all position-change workflows during SIT.
D) Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.

2. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a controlled process where approved vacant positions should become available for staffing preparation. In the web-based environment, position approval completes successfully and the status appears updated, but a subset of approved positions still does not appear in the next staffing-related step.
Positions created earlier in the project behave correctly. The affected records were all loaded during a recent hierarchy expansion and share the same new parent structure. The customer wants the consultant to preserve the position-driven operating model and avoid recreating large numbers of positions before the next test cycle.
What is the best action to take first?
Response:

A) Give staffing users broader search visibility so the approved positions appear even if the downstream readiness state is not fully aligned.
B) Recreate the newly expanded hierarchy with simplified parent structures so future positions inherit a cleaner setup automatically.
C) Allow staffing users to create requests without selecting positions until the expanded hierarchy can be rebuilt after testing.
D) Review the dependency between approved position status and downstream staffing availability for the newly expanded hierarchy, then correct the configuration or binding that is not resolving for those positions.

3. A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A) Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.
B) Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.
C) Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
D) Give managers direct edit access to the derived field so they can update it themselves during each change transaction.

4. 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) Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.
D) Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.

5. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> Facilities positions are available during assignment, but some assigned facilities supervisors show a campus context that does not match the building-team model. Academic department assignments behave as expected.
Which validation action best distinguishes facilities position behavior from a general employee creation concern?
Response:

A) Convert affected facilities positions into academic department positions so they follow the working academic assignment pattern.
B) Remove campus context from facilities positions so assignment can be completed without campus-based validation.
C) Ask HR administration to complete all facilities assignments centrally until formal validation starts.
D) Test representative facilities position assignments and manager-facing review results against the intended service unit and campus context.

Solutions: