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

1. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A) Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B) Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
C) Whether all employee change workflows should be routed to both HR and every department manager for testing.
D) Whether the notification wording explains that some requests may stay with HR shared services.

2. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position&#x2019;s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A) Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.
B) Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.
C) Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.
D) Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.

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

4. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> A surge-team assignment can be saved, but manager-facing review later displays inconsistent regional context. The operations sponsor asks whether the team can proceed if HR operations verifies surge assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed with offline HR verification because it preserves the SIT schedule and the assignment record saves successfully.
B) Stop all standard claims and surge-team testing until every position record across all regions is rebuilt.
C) Narrow the validation set and verify representative surge-team assignments in the system before relying on offline confirmation.
D) Open all surge-team positions to regional managers temporarily so they can confirm assignments faster during validation.

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

Solutions: