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

1. In a web-based SAP SuccessFactors Employee Central tenant, a consultant is validating a workflow for position-to-employee update processing. When a manager submits a job information change tied to a position, the request is saved successfully but routes to a generic HR approval step instead of the regional approver required by the design.
The customer confirms that the workflow itself is active and that regional approvers exist for the affected areas. The business asks for a correction that preserves the standard approval chain and does not create separate workflows for every region because maintenance must stay simple in the public cloud environment.
What is the best correction?
Response:

A) Instruct managers to select the correct regional approver manually until the next release cycle.
B) Assign all regional approvers to the generic HR step so any of them can approve the request.
C) Replace the current workflow with separate regional workflows so each region has its own fixed approver chain.
D) Review the rule or workflow derivation condition that determines the regional approver context, then correct the source condition or mapping used during submission.

2. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A) Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
B) Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.
C) Restrict HR shared-services access further until department managers complete all location-specific validation.
D) Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.

3. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> Corporate HR proposes a temporary role that lets compliance managers view all insurance division records while keeping branch records restricted by legal entity. The proposal would clear pending regulated review items quickly.
Which concern should drive the consultant&#x2019;s recommendation?
Response:

A) The proposal may preserve some branch restrictions but still obscure whether insurance target populations follow the intended compliance responsibility model.
B) The proposal is unacceptable because compliance managers should never validate employee or position records.
C) The proposal proves that existing branch permissions are correct because only insurance records require expansion.
D) The proposal should be accepted because insurance records are regulated and therefore do not require access-boundary evidence.

4. <strong>CHALLENGE 1 &#x2014; Store Reference Timing for Employee Import Results</strong> During cutover rehearsal, most employee imports complete successfully, but selected warehouse shift-lead records show an unexpected district association in manager-facing review. Store-level reference values were corrected after the initial employee import.
Which action best supports a controlled correction path?
Response:

A) Give district managers access to all warehouse employee records so they can review and correct the district association manually.
B) Continue final manager testing because the import completed successfully and the district association can be reviewed later.
C) Re-import all employee and position records because any post-import store correction invalidates the rehearsal dataset.
D) Compare affected records against active store and district values, then correct or re-import only records with confirmed dependency impact.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before a regional rollout. In the web-based UI, managers can select company and division, but for one newly activated operating structure the location list is broader than expected and includes valid-looking locations from a neighboring structure. The action still saves, but testers are choosing incorrect combinations because the filtered scope is too wide.
Other operating structures display the correct narrowed list. HR leadership wants the issue corrected before training because downstream workflow routing and reporting depend on controlled location selection. The customer does not want to broaden location visibility across unrelated structures or create a separate move process for the new rollout group.
What is the best next step?
Response:

A) Ask managers to continue using the current list and rely on training guidance to select the intended location during processing.
B) Review the organizational associations for company, division, and location in the new structure, then correct the relationship controlling filtered location availability.
C) Create duplicate location records for the new structure so the intended values appear separately from the neighboring structure.
D) Broaden location visibility for all nearby structures so the same larger list appears consistently during organizational moves.

Solutions: