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

1. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A) Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
B) Close position responsibility validation because one corrected request reached the expected compliance reviewer.
C) Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.
D) Retest representative insurance position changes across affected contexts and compare reviewer outcomes.

2. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A tester suggests changing workflow routing so insurance employee changes always go directly to a compliance reviewer, regardless of employee and position context. This would reduce pending corporate HR items before the regulated review.
Why is this approach less appropriate?
Response:

A) It prevents HR partners from updating branch employee records.
B) It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
C) It is less appropriate because corporate HR must always approve insurance employee changes.
D) It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.

3. A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee&#x2019;s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A) Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
B) Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
C) Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
D) Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
B) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.
C) Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
D) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.

5. A consultant is testing a new hiring transaction in SAP SuccessFactors Employee Central Core and Position Management in a public cloud tenant. During validation, the transaction stops at save with a message that the selected legal entity cannot be used with the chosen business unit and location combination.
The customer recently loaded updated corporate data through an administrative import and wants the issue fixed before user acceptance testing starts. The same location worked in an older test case last week. The project lead wants the smallest change that restores valid hiring behavior without weakening the customer&#x2019;s organizational data controls or creating duplicate foundation records.
Which action should the consultant take first?
Response:

A) Remove the business unit field from the hiring transaction so the save validation no longer checks the corporate structure.
B) Review the imported foundation object relationships and correct the affected legal entity, business unit, and location associations before retesting the transaction.
C) Create a duplicate location record for the legal entity so the hiring transaction can bypass the invalid combination.
D) Grant broader transaction permissions to the recruiting users because save errors often result from role restrictions.

Solutions: