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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> The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A) HR operations can approve every pending request before the readiness summary is submitted.
B) Regional managers receive notification emails for some successful claims position changes.
C) The team can manually list which underwriting requests are still pending with HR operations.
D) Representative position-change tests show that routing follows regional responsibility when employee and position context align.

2. <strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> During rollout planning, most employee records can be created successfully, but selected facilities supervisor records show a service unit association that does not match the expected campus context. Several service unit values were corrected after initial department setup.
Which action best supports a controlled planning decision?
Response:

A) Continue formal validation because the employee records save successfully and the associations can be reviewed after the planning meeting.
B) Compare affected records against active campus, department, and service unit values, then correct only records with confirmed dependency impact.
C) Give operations managers access to all facilities records so they can manually review and correct service unit associations.
D) Rework all campus, department, employee, and position records because any post-setup service unit correction invalidates the wave plan.

3. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A branch employee data change routes to the expected compliance reviewer, but a comparable insurance employee data change remains with corporate HR administrators. The same compliance reviewer can approve other changes in assigned branch contexts.
What should be validated before changing workflow configuration?
Response:

A) Whether the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.
B) Whether workflow notification text explains that insurance requests may remain with corporate HR.
C) Whether corporate HR can approve all employee changes until the regulated workforce review begins.
D) Whether every compliance reviewer should be added to all employee data workflows during remediation.

4. <strong>CHALLENGE 3 &#x2014; Terminal Manager Access for Operational Boundaries</strong> A terminal manager can access employees in one assigned dockside work area but cannot view a maintenance position that belongs to their terminal responsibility. Another unassigned customs-office position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the terminal manager should be given access to all records until the maintenance position list is corrected.
B) Whether the permission role, target population, and terminal responsibility assignment align for both assigned and unassigned records.
C) Whether HR data administration can review the maintenance position instead of the terminal manager during design validation.
D) Whether the employee creation import should be reloaded before any access testing continues.

5. A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

A) Review the organizational associations for company, legal entity, and business unit in the new structure, then correct the relationship controlling filtered business unit availability.
B) Create duplicate business unit records for the new structure so the intended values appear separately from the neighboring structure.
C) Broaden business unit visibility for all nearby structures so the same larger list appears consistently during reassignment processing.
D) Ask managers to continue using the current list and rely on training instructions to select the intended business unit during reassignment.

Solutions: