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

1. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A) Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.
B) Whether every plant manager should be added to all transfer workflows during the hypercare period.
C) Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
D) Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.

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

3. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar&#x2019;s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

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

4. A consultant is validating a position-based review preparation process before a talent planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a review-ready state and save successfully. The new state is visible on the position records, but for positions in one newly introduced organizational branch the linked employee-side review eligibility marker does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader review-readiness process.
What is the best first action?
Response:

A) Ask HR specialists to update the employee review-eligibility marker manually for the new branch until the planning checkpoint is completed.
B) Recreate the affected positions under an older organizational branch so the downstream update behavior matches earlier records.
C) Review the dependency between the new organizational branch and downstream review-eligibility propagation, then correct the configuration or binding controlling the linked employee update.
D) Give planning users broader edit access to the employee eligibility field so they can repair missing updates directly after each position save.

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is validating a process where position changes should drive downstream employee alignment before a regional restructuring review. In the web-based UI, a manager updates a position&#x2019;s department assignment and saves successfully, but the incumbent employee record does not reflect the expected downstream change during validation. Other position updates, such as title corrections, appear normally.
The customer wants the consultant to correct the behavior without introducing manual follow-up steps for HR administrators, because the same operating model will be used across multiple regions. The project lead also wants to avoid broad redesign of working position processes this late in testing.
What is the best action to take first?
Response:

A) Review the configuration and propagation dependency between the position change and employee update behavior, then correct the specific mapping or rule that governs department alignment.
B) Give managers additional edit access to employee records so they can correct downstream data directly after saving a position change.
C) Recreate the affected positions with new identifiers so the employee records can inherit the correct department values from newly built objects.
D) Ask HR administrators to manually adjust employee department values after each position update until the restructuring review is complete.

Solutions: