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

1. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI after a recent corporate data refresh. For one country group, users can start the transfer and choose the legal entity, but the cost center list is unexpectedly broader than intended and includes values from another region.
The transfer can still be saved, so the issue is not blocking execution. HR leadership wants the consultant to fix the problem before user training because financial reporting depends on controlled cost center selection. The customer does not want to remove the cost center field from the transaction or introduce a separate transfer design for that country group.
What is the best corrective action?
Response:

A) Review the organizational associations introduced in the recent corporate data refresh and correct the relationship controlling cost center availability for that country group.
B) Ask users to select the correct cost center manually from the broader list because the transfer still saves successfully.
C) Duplicate the country-specific cost centers under new records so users can distinguish the correct values during transfer entry.
D) Hide the cost center field for that country group until the corporate data refresh can be reviewed after training.

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

3. In a web-based SAP SuccessFactors Employee Central tenant, a consultant is validating a workflow for position-to-employee update processing. When a manager submits a job information change tied to a position, the request is saved successfully but routes to a generic HR approval step instead of the regional approver required by the design.
The customer confirms that the workflow itself is active and that regional approvers exist for the affected areas. The business asks for a correction that preserves the standard approval chain and does not create separate workflows for every region because maintenance must stay simple in the public cloud environment.
What is the best correction?
Response:

A) Instruct managers to select the correct regional approver manually until the next release cycle.
B) Assign all regional approvers to the generic HR step so any of them can approve the request.
C) Review the rule or workflow derivation condition that determines the regional approver context, then correct the source condition or mapping used during submission.
D) Replace the current workflow with separate regional workflows so each region has its own fixed approver chain.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating manager self-service before a customer demo. Managers can open employee profiles and submit workflow requests for job information changes, but they cannot see the position data block that was added for the pilot. The block is visible for HR administrators in the same web-based environment.
A quick review shows that the position-related fields are configured and already used in the tenant. The customer asks for a fix that preserves current data access restrictions because position details include planning-sensitive information. The consultant has limited time and must avoid broadening access beyond what managers need for their own reporting lines.
What is the best action to restore the missing manager view while keeping governance intact?
Response:

A) Grant managers the same role permissions used by HR administrators for position data so the block becomes visible immediately.
B) Disable the position block for HR administrators and rebuild it with a new configuration that is shared across all roles.
C) Review role-based permission target population and position-related permissions for the manager role, then adjust only the manager scope required for supported reporting lines.
D) Reimport the position data so the system refreshes the employee profile and rebuilds the missing block.

5. <strong>CHALLENGE 1 &#x2014; Engineering Department References for Transfer Records</strong> During hypercare, most transfer-related employee updates process successfully, but selected engineering-center employees show an unexpected plant association in manager-facing review. Engineering department values were adjusted during final cutover preparation.
Which action best supports a controlled stabilization path?
Response:

A) Give plant managers access to all engineering employee records so they can review and correct the plant association manually.
B) Continue active transfer processing because the employee updates saved and the plant association can be reviewed later.
C) Reprocess all transfer-related employee and position records because any final cutover department adjustment invalidates the live dataset.
D) Compare affected records against active plant and engineering department values, then correct only records with confirmed dependency impact.

Solutions: