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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 tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee’s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A) Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.
B) Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
C) Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.
D) Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.

2. <strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> Operations managers request broader visibility across all campus and facilities positions so they can help clear rollout planning items. The HR governance owner wants campus-level access boundaries to remain visible during the planning cycle.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Keep current access unchanged and classify all blocked planning items as evidence that the campus model is secure.
B) Validate assigned-scope access and target populations with representative operations managers before considering any limited exception.
C) Restrict operations managers from all facilities positions until academic department validation is fully complete.
D) Grant cross-campus access temporarily and rely on post-planning review to identify any inappropriate record visibility.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A) Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
B) Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.
C) Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.
D) Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.

4. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> The remediation team has two access options: maintain strict legal entity boundaries and leave several valid review cases blocked, or grant broad access and complete all cases quickly.
Which option best supports the remediation objective?
Response:

A) Adjust roles and target populations to support assigned compliance responsibilities, then retest blocked and out-of-scope records.
B) Maintain strict boundaries without adjustment because blocked access always confirms secure configuration.
C) Grant broad visibility because complete case execution is more important than legal entity boundary evidence.
D) Move access validation to a later cycle and let corporate HR complete all compliance-facing cases.

5. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:

A) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
B) It is less appropriate because branch positions cannot participate in any Employee Central workflow.
C) It prevents business unit values from being used in employee imports.
D) It is less appropriate because corporate HR must always approve regulated position changes.

Solutions: