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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> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Corporate HR can approve every pending request before the remediation summary is submitted.
B) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
C) The team can manually list which insurance requests remain pending with corporate HR.
D) Compliance reviewers receive notification emails for some successful branch employee changes.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-home-department process in the web-based UI before a pilot launch. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee population the expected post-save update to the employee&#x2019;s standard work location does not occur. The same process updates the location correctly for established populations.
HR operations wants one consistent return process across the tenant and does not want to maintain the location manually after each case. The issue started after the new population was added during the latest configuration cycle. The consultant must correct the behavior without splitting the process into population-specific variants.
What should the consultant investigate first?
Response:

A) Give managers direct edit access to the standard work location field so they can complete the missing update during the return transaction.
B) Review the post-save derivation or action configuration for the new population, then correct the dependency controlling the standard work location update.
C) Reclassify affected employees temporarily into an older population so the existing return process can be reused without further setup changes.
D) Ask HR operations to update the standard work location manually for the new population until the pilot is complete.

3. A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before audit preparation begins. HR operations users can search for employees, open records, and enter changes for all approved populations. For one sensitive executive population, however, the import preview used for batch correction includes the records, but final processing leaves those rows unchanged with an access-related message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this executive population only for the monthly correction process, without granting broad administrator access or weakening the stricter control boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that executive population.
B) Ask HR administrators to process the executive population separately every month while operations users continue with the rest of the population.
C) Copy the HR administrator permissions to the operations team during month-end so the executive rows can process without further adjustment.
D) Temporarily move the executive population into the general operations scope during each monthly cycle and restore the restriction afterward.

4. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary manager reassignment requests. In the web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked reporting change are routed to the standard manager-approval path instead of the intended risk-review step.
Existing populations with the same combination still route through the risk-review step. The customer wants to preserve the shared workflow model because creating separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing issue without changing the business process design.
What is the best corrective action?
Response:

A) Create a separate workflow for the new operational population so those requests always include the risk-review step.
B) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date with position-linked reporting change.
C) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.
D) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.

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

Solutions: