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

1. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> A position-change request can be initiated successfully, but approver assignment varies when the position belongs to a region whose corporate data was adjusted after the original import. The team is considering a workflow rule change.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text clearly explains that approver assignment may vary during testing.
B) Whether all regional managers can be added as approvers to every position-change workflow.
C) Whether HR specialists can bypass the approval step for test records until routing is stabilized.
D) Whether the position and organizational context used by the workflow is stable and correctly reflected in affected records.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country global transfer process in the web-based UI before a controlled pilot. Managers can start the transfer action and enter the initial data, but when they reach employment information, one required field appears with the correct label yet resets to its prior value after each save for only the newly enabled country. Other countries retain the edited value correctly.
The customer confirms that the field must remain editable in the standard process because downstream approval routing depends on the final stored value. They do not want a separate country-specific transfer design or a manual follow-up correction step. The issue began after recent country-specific setup changes were introduced into the tenant.
What should the consultant investigate first?
Response:

A) Reload sample employee records from the new country so the transfer action can rebuild the field behavior automatically.
B) Grant managers broader maintenance permissions so the edited value is stored as a direct data update during the transfer action.
C) Review the country-specific transfer configuration controlling field persistence, then correct the setup dependency causing the value to revert after save.
D) Ask managers to complete the transfer and let HR operations correct the field afterward for employees in the new country.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Resort Review</strong> After a targeted correction to banquet position context, one position change routes to the expected resort manager. Another comparable banquet change still remains with HR coordination.
Which next step best avoids a partial-fix trap?
Response:

A) Retest representative position-change transactions across affected banquet contexts and compare reviewer outcomes.
B) Apply the same position-context correction to every banquet record and assume routing will align after refresh.
C) Remove HR coordination visibility from pending workflow requests so resort review becomes the only visible path.
D) Close workflow validation because at least one corrected banquet change reached the expected reviewer.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A) Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
B) Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.
C) Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
D) Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.

5. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar&#x2019;s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Stop all academic and facilities testing until every position record across the university is rebuilt.
B) Narrow the validation set and verify representative facilities assignments in the system before relying on offline confirmation.
C) Open all facilities positions to operations managers temporarily so they can confirm assignments faster during validation.
D) Proceed with offline HR verification because it preserves the planning schedule and the assignment record saves successfully.

Solutions: