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

1. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:

A) It prevents business unit values from being used in employee imports.
B) It is less appropriate because corporate HR must always approve regulated position changes.
C) It is less appropriate because branch positions cannot participate in any Employee Central workflow.
D) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a job information transaction for internal transfers. During testing in the web-based UI, the transfer event saves for some employees but fails for others with a validation message that the selected event reason is not valid for the target employee situation.
The customer recently refined event reason usage to separate promotions, lateral moves, and temporary assignments. HR administrators can still open and edit the affected employee records, and no access errors appear. The project team needs a correction that preserves the intended transaction controls and avoids collapsing multiple business cases into one generic transfer reason before training begins.
What should the consultant do first to resolve the issue correctly?
Response:

A) Grant broader edit permissions to HR administrators for job information so the blocked transactions can bypass the validation.
B) Review the event reason configuration and its permitted transaction context, then correct the mapping or assignment for the transfer scenarios that are failing.
C) Replace the specialized transfer event reasons with one broad event reason so all transfer transactions can be saved consistently.
D) Reimport the affected employee records so the system refreshes their current job information before retesting the transfer action.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process in the web-based UI before a quarterly compliance review. HR operations users can search employee records, open the correction screen, and enter updates for all approved populations. For one restricted expatriate population, the review page shows the proposed changes, but when users confirm, the transaction closes with no update and an access-scope message is recorded.
HR administrators can complete the same correction without issue. The customer wants the approved operations team to handle this expatriate population only for the defined compliance process, without granting broad administrator access or weakening the special protection boundary around those records. The solution must remain repeatable for future review cycles.
What is the best corrective action?
Response:

A) Review the operations role permissions and target-population scope for the final correction step, then adjust only the authorized execution scope needed for that expatriate population.
B) Copy the HR administrator permissions to the operations role during each compliance cycle so the final confirmation can complete for the expatriate population.
C) Ask HR administrators to keep processing the expatriate population while operations users continue with all other populations.
D) Temporarily move the expatriate population into the general operations scope during each quarterly review and restore the restriction afterward.

4. A consultant is validating a manager-driven department change process in a public cloud SAP SuccessFactors Employee Central Core tenant. In the web-based UI, managers can start the transaction and select the employee&#x2019;s company, but for one newly onboarded region the list of available divisions is not empty and not missing values; instead, it shows valid-looking divisions in the wrong business order, causing the intended default division to appear below unrelated regional values.
Other regions show the correct narrowed list. HR leadership wants the consultant to correct the issue before training because users must follow controlled organizational selection without relying on trial-and-error. The customer does not want a separate regional transaction or broader division exposure across companies.
What is the best next step?
Response:

A) Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.
B) Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
C) Review the organizational relationships and assignment logic introduced for the newly onboarded region, then correct the company-to-division association controlling the filtered division list.
D) Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.

5. <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 workflow notification text tells users that underwriting requests may remain with HR operations.
B) Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
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.

Solutions: