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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> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Compliance reviewers receive notification emails for some successful branch employee changes.
B) The team can manually list which insurance requests remain pending with corporate HR.
C) Corporate HR can approve every pending request before the remediation summary is submitted.
D) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A) Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.
B) Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.
C) Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.
D) Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.

3. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a rehire process in the web-based UI before a phased regional rollout. For one regional population, the rehire transaction opens and employee search works, but after the company selection is made, the expected set of business units is incomplete.
Other regions display valid options correctly. HR administrators confirm the missing business units were introduced in a recent organizational maintenance cycle and should remain available only within approved corporate structures. The customer wants the issue corrected without exposing unrelated business units to the region or asking users to complete the rehire with temporary placeholder assignments.
What is the best next step?
Response:

A) Review the corporate data relationships for the affected business units and correct the organizational associations controlling their availability in the rehire process.
B) Create duplicate business unit records for the region so the rehire process can continue without changing current associations.
C) Ask HR administrators to complete the rehire with a generic business unit and correct the final assignment later through direct maintenance.
D) Grant rehire users visibility to all business units in the tenant so the incomplete list is no longer region-dependent.

4. A consultant is testing a workflow for manager-submitted temporary reporting-line adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Create a separate workflow for the new operational population so the intermediate review is always included for those requests.
B) Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.
C) Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.
D) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.

5. <strong>CHALLENGE 4 &#x2014; Manager Change Workflow for Store and Warehouse Contexts</strong> A store manager change routes to the expected district reviewer, but a comparable warehouse manager change remains with HR operations. The same district reviewer can approve other employee changes in assigned stores.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text tells users that warehouse requests may remain with HR operations.
B) Whether HR operations can approve all manager changes centrally until final manager testing is complete.
C) Whether every district manager should be added to all manager-change workflows for the rehearsal period.
D) Whether the warehouse employee context, position assignment, and district responsibility support reviewer determination for the affected request.

Solutions: