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

1. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Terminal Review</strong> After a targeted correction to maintenance position context, one position change routes to the expected terminal manager. Another comparable maintenance change still remains with HR data administration.
Which next step best avoids a partial-fix trap?
Response:

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

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

3. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A) Whether HR specialists can bypass the approval step for test records until routing is stabilized.
B) Whether all regional managers can be added as approvers to every position-change workflow.
C) Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.
D) Whether the workflow notification text clearly explains that approver assignment may vary during testing.

4. A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
B) Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
C) Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.
D) Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.

5. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> After selected data corrections, one regional position-change workflow routes correctly, but another comparable request still reaches an unexpected approver. The team wants to close the readiness review with minimal additional testing.
Which next step best confirms whether the correction is sufficient?
Response:

A) Approve the corrected workflow case and treat the remaining variation as a user-training item.
B) Apply the same correction to all regions and close workflow validation after one successful retest.
C) Execute representative position-change transactions across affected regional contexts and compare approver results against the expected responsibility model.
D) Disable workflow routing for position changes until all regional managers complete access validation.

Solutions: