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

1. A consultant is validating a manager-driven department change process in a public cloud SAP SuccessFactors Employee Central Core tenant. In the web-based UI, managers can start the transaction and select the employee’s company, but for one newly onboarded region the list of available divisions is not empty and not missing values; instead, it shows valid-looking divisions in the wrong business order, causing the intended default division to appear below unrelated regional values.
Other regions show the correct narrowed list. HR leadership wants the consultant to correct the issue before training because users must follow controlled organizational selection without relying on trial-and-error. The customer does not want a separate regional transaction or broader division exposure across companies.
What is the best next step?
Response:

A) Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
B) Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.
C) Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.
D) Review the organizational relationships and assignment logic introduced for the newly onboarded region, then correct the company-to-division association controlling the filtered division list.

2. <strong>CHALLENGE 4 &#x2014; Manager Change Workflow for Store and Warehouse Contexts</strong> A store manager change routes to the expected district reviewer, but a comparable warehouse manager change remains with HR operations. The same district reviewer can approve other employee changes in assigned stores.
What should be validated before changing workflow routing?
Response:

A) Whether every district manager should be added to all manager-change workflows for the rehearsal period.
B) Whether the workflow notification text tells users that warehouse requests may remain with HR operations.
C) Whether HR operations can approve all manager changes centrally until final manager testing is complete.
D) Whether the warehouse employee context, position assignment, and district responsibility support reviewer determination for the affected request.

3. A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
B) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
C) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
D) Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.

4. A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.
B) Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
C) Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
D) Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.

5. <strong>CHALLENGE 2 &#x2014; Claims Surge Position Context Across Regions</strong> The team corrected one surge-team position reference, and the next assignment reviewed correctly. Another surge-team employee assigned to a similar regional coverage model still shows inconsistent context.
Which next step avoids accepting a partial fix?
Response:

A) Remove manager-facing review from the SIT scope and let HR operations confirm assignments centrally.
B) Close surge-team validation because one corrected assignment now reviews correctly.
C) Retest representative surge-team assignments across affected regional contexts and compare review outcomes.
D) Apply the same position-reference correction to every surge-team position and assume all manager views will align.

Solutions: