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

2. <strong>CHALLENGE 3 &#x2014; Role-Based Access Boundaries for HR Operations</strong> Two governance goals compete during testing: HR specialists need enough access to complete assigned validation tasks, while regional employee and position data should remain restricted to the correct operating area.
Which option best handles this governance-versus-governance prioritization?
Response:

A) Keep current permissions unchanged and treat any blocked HR activity as evidence that the configuration is secure.
B) Configure access around intended regional responsibility and use representative users to confirm both task completion and boundary enforcement.
C) Prioritize data restriction by removing HR specialist access until regional managers complete their own validation.
D) Prioritize validation speed by giving HR specialists cross-region access and tracking any inappropriate use manually.

3. A consultant is testing a standardized manager-driven organizational update in SAP SuccessFactors Employee Central Core and Position Management before a pilot launch. In the public cloud web-based environment, the transaction saves successfully for all employee groups, but for one newly enabled contingent-like internal population the expected follow-on update to a related employee data segment does not occur.
The same transaction updates that segment correctly for established populations. The customer wants to keep one consistent transaction design across the tenant and does not want HR operations to add the missing update after each case. The issue began when the new population was included in the transaction scope during the latest configuration cycle.
What should the consultant investigate first?
Response:

A) Review the transaction setup and post-save derivation dependency for the newly enabled population, then correct the configuration controlling the missing follow-on update.
B) Ask HR operations to maintain the missing data segment manually for the new population until the pilot is completed.
C) Move the affected employees temporarily into an established population so the existing transaction behavior applies during the pilot.
D) Give managers direct access to edit the related data segment during the same transaction so the missing update can be completed immediately.

4. A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee&#x2019;s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A) Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
B) Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
C) Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
D) Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position retirement process before a year-end structure cleanup. In the web-based UI, HR specialists can mark selected positions as retired and save successfully. The retired status is visible on the position record, but for a subset of those positions the expected restriction on future occupancy planning does not take effect, and planners can still include them in next-cycle planning selections.
Older retired positions behave correctly. The customer confirms the affected records belong to a newly introduced position classification used for project-based roles and wants to keep that classification because reporting depends on it. The consultant must restore the expected lifecycle behavior without requiring planners to maintain a separate exclusion list.
What should the consultant investigate first?
Response:

A) Review the dependency between the new position classification and retirement-state enforcement, then correct the configuration controlling future occupancy planning restrictions after save.
B) Ask planners to maintain a manual list of retired project-role positions and remove them from planning selections before each cycle.
C) Recreate the affected positions under an older classification so the existing retirement behavior applies immediately.
D) Give planners broader permissions so they can decide case by case whether retired positions should remain selectable during planning.

Solutions: