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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 Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary assignment changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the transaction routes directly to the final approver when both a temporary assignment flag and a position-linked change are included.
Other populations with the same combination still pass through the intended intermediate review step. The customer wants to preserve the shared workflow model because separate regional workflows would increase maintenance effort after go-live. The consultant must correct the routing without changing the underlying business process design.
What is the best corrective action?
Response:

A) Review the routing rule or condition precedence for the new regional population, then correct the logic for requests that combine temporary assignment with a position-linked change.
B) Add the intermediate reviewer directly to the final approval step so all affected requests still receive additional oversight.
C) Create a separate regional workflow so requests from the new population always include the intermediate review step.
D) Ask managers in the new regional population to submit these requests through HR administrators until the workflow design can be simplified later.

2. A consultant is validating a manager-driven internal movement process in a public cloud SAP SuccessFactors Employee Central Core tenant before a pilot launch. In the web-based UI, the transaction saves for all tested employees, but for one newly introduced employee category the expected post-save update to a related employment information field does not occur when the movement reason is marked as temporary.
Permanent movement reasons work correctly for the same category, and older employee categories behave as expected for both cases. The customer wants to keep a single standardized movement process across the tenant and does not want HR operations to repair the related field manually after each temporary movement.
What should the consultant investigate first?
Response:

A) Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.
B) Reclassify employees in the new category into an older category during temporary moves so the existing update behavior can be reused.
C) Review the transaction configuration or derivation dependency for temporary movement reasons in the newly introduced employee category, then correct the post-save update logic.
D) Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.

3. A consultant is validating a controlled update process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review window. HR operations users can search for employee records, open the correction screen, and edit values for all approved populations. For one restricted leadership population, however, the save action is available and appears to run, but the transaction returns a validation-style access message and the updates are not committed.
HR administrators can save the same correction successfully. The customer wants the approved operations team to maintain this leadership population only for the defined compliance process, without copying full administrator access or weakening the protection boundary around sensitive records. The solution must support recurring monthly execution.
What is the best corrective action?
Response:

A) Ask HR administrators to process that leadership population every month while the operations team continues handling the rest of the workforce.
B) Review the operations role permissions and target-population scope for the save-level correction process, then adjust only the authorized update scope required for that leadership population.
C) Copy the HR administrator role to the operations team during the compliance window so the save can complete for the leadership population.
D) Temporarily move the leadership population into the general operations scope during each monthly cycle, then restore the existing restriction afterward.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a new global assignment hire variant in the web-based UI before a controlled pilot. Recruiters can launch the hire process and enter personal data, but when they reach the employment segment, one required field group is visible yet collapses after save and does not retain the entered values for one newly enabled country only.
Other countries in the same tenant retain the values correctly. The customer confirms the field group must remain part of the standard hire design because later approvals depend on it. They do not want a country-specific manual workaround or a separate hiring process. The issue appeared after the latest country setup and localization-related configuration activities were introduced.
What is the best first action?
Response:

A) Review the country-specific configuration controlling the persistence and behavior of that employment field group, then correct the setup dependency for the newly enabled country.
B) Grant recruiters broader maintenance permissions so the entered values are treated as direct updates instead of hire-step values.
C) Ask recruiters to complete the hire without the field group and let HR administrators re-enter the missing values after approval.
D) Export recent hires from the new country and reload them so the field group behavior refreshes before the pilot begins.

5. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> A project coordinator proposes a temporary role that lets HR shared services view all employee and position records across the network. The coordinator argues that this will prevent delays before the next validation group joins testing.
Why is this option less appropriate?
Response:

A) It reduces the ability to confirm whether location-based target populations and role assignments support the intended operating model.
B) It forces the team to reload location and department values before permission roles can be tested.
C) It requires all department managers to approve records before HR shared services can view them.
D) It prevents HR shared services from completing employee data changes in the preproduction tenant.

Solutions: