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

1. <strong>CHALLENGE 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> The import logs do not show a single rejected file, yet position assignments behave differently depending on which regional values are referenced. The project lead wants to avoid a broad reload unless the second-order cause is clear.
What should the consultant determine first?
Response:

A) Whether all regional managers have the same permission role before reviewing imported positions.
B) Whether workflow approvers can manually reroute affected position changes during the next validation cycle.
C) Whether HR specialists can edit the employee records directly from the employee profile screen.
D) Whether affected position records reference foundation values that were inactive, missing, or created after the import sequence.

2. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A) Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
B) Whether the workflow notification text tells users that facilities requests may remain with HR administration.
C) Whether every operations manager should be added to all position-change workflows during rollout planning.
D) Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.

3. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A) Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B) Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
C) Whether the notification wording explains that some requests may stay with HR shared services.
D) Whether all employee change workflows should be routed to both HR and every department manager for testing.

4. A consultant is testing an approval process for manager-initiated changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the workflow starts and reaches the first approver, but a second approval step that should be triggered only for high-impact job changes is not added for certain transactions. The customer confirms that the second-step approver group exists and is active.
The issue is noticed only when the transaction includes a combination of compensation-related and organizational updates. The customer wants a fix that preserves the existing workflow framework and does not require maintaining parallel approval processes for each business variation.
Which action best addresses the root cause?
Response:

A) Instruct managers to split combined changes into multiple transactions so the second-step condition is easier to trigger.
B) Review the business rule or condition that determines when the additional approval step should be inserted, then correct the logic for the combined transaction pattern.
C) Create separate workflows for each combination of compensation and organizational change so the missing second step can be controlled manually.
D) Add the second approver group directly to the first step so all relevant requests receive two approvals in the same stage.

5. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a global transfer process in the web-based UI before a pilot rollout. Users can start the transfer transaction, but for one regional population the target location list is empty after a legal entity is selected. Other regions show valid locations as expected.
HR administrators confirm that the missing locations were recently added during a corporate data update and should only be available for a defined set of organizational combinations. The customer wants the issue fixed without exposing locations outside their intended scope or asking users to complete transfers with temporary placeholder values.
What is the best next step?
Response:

A) Ask HR administrators to complete the transfer with a generic location and update the final location afterward through direct edit.
B) Review the foundation object relationships for the new locations and correct the organizational associations controlling their availability for that regional transfer scenario.
C) Grant transfer users visibility to all locations in the tenant so the empty list is immediately resolved for the affected region.
D) Create duplicate location records for the affected region so users can select them without changing the current organizational relationships.

Solutions: