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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 the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.
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.

2. <strong>CHALLENGE 4 &#x2014; Manager Change Workflow for Store and Warehouse Contexts</strong> After a targeted correction to warehouse position context, one manager-change request routes to the expected district reviewer. Another comparable warehouse request still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

A) Retest representative manager-change transactions across affected warehouse contexts and compare reviewer outcomes.
B) Remove HR operations visibility from pending workflow requests so district review becomes the only visible path.
C) Apply the same position-context correction to every warehouse record and assume routing will align after refresh.
D) Close workflow validation because at least one corrected warehouse request reached the expected reviewer.

3. 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) 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.
B) Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
C) Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.
D) Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.

4. <strong>CHALLENGE 1 &#x2014; District Reference Alignment for Repair Lead Records</strong> Plant technicians and mobile repair leads use the same employee creation process, yet only some repair records show unexpected district context during review. HR services wants to avoid broad configuration rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether HR services can manually override facility association during emergency roster planning.
B) Whether all workflow notifications for mobile repair changes use the same message template.
C) Whether affected records reference district or field service zone values that were updated after the early configuration cycle.
D) Whether district managers can approve mobile repair position changes without reviewing employee context.

5. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> During template validation, HR analysts can create employee records for clinic locations, but rehabilitation-center records show different required-field behavior. Recent configuration notes show that some location-related values were refreshed after employee and position validation began.
Which action best supports a controlled readiness decision?
Response:

A) Pause all validation and rebuild every location, department, employee, and position record from the beginning.
B) Compare affected records against active location and department values, then correct only records with confirmed dependent-data impact.
C) Continue testing because the records save successfully and required-field behavior can be reviewed after rollout.
D) Give HR analysts broader edit access so they can manually complete the missing fields during validation.

Solutions: