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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 tenant, a consultant is validating a manager-led organizational move process before a regional deployment. In the web-based UI, managers can select company and business unit, but for one newly activated operating structure the pay group list appears incomplete and omits the pay group that should be valid for the intended organizational combination. Other structures show the correct filtered pay group options.
HR leadership confirms the missing pay group was included during the latest corporate data maintenance cycle and must remain available only for approved combinations. The customer does not want to broaden pay-group availability across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the business process design.
What is the best next step?
Response:

A) Ask managers to choose a temporary pay group and let HR operations correct the final value after the transaction is completed.
B) Broaden pay-group visibility for all nearby structures so managers can always find the missing value during the move process.
C) Review the organizational associations for company, business unit, and pay group in the new structure, then correct the relationship controlling filtered pay-group availability.
D) Create duplicate pay-group records for the new structure so the intended value appears separately in the filtered list.

2. A consultant is testing a workflow for manager-submitted temporary reporting-line adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud 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 approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.
B) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
C) Create a separate workflow for the new operational population so the intermediate review is always included for those requests.
D) Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.

3. A consultant is supporting a controlled update of employee data in a web-based SAP SuccessFactors Employee Central tenant. After an import, the file reports successful processing for many rows, but a set of employee records remains unchanged even though the source file contains valid-looking updates. No system-wide outage is reported, and the unchanged employees belong to one restricted population used for sensitive HR administration.
The customer wants the consultant to restore the update process without removing existing protection boundaries around that population. They also want to avoid editing the records manually because the same controlled load will be repeated each month.
Which action should the consultant take first?
Response:

A) Split the file into smaller batches and rerun it several times because unchanged rows usually indicate a volume-related processing delay.
B) Review whether the import process or responsible role has the correct authorized scope for the restricted employee population, then adjust only the access needed for the approved update path.
C) Ask HR administrators to update the restricted population manually after each monthly import cycle to preserve the current permissions.
D) Move the restricted employees temporarily into the general population so the same import can update all records without exceptions.

4. A consultant is preparing a new-country onboarding test in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based UI, the hire transaction opens correctly, but when recruiters move to the personal information step, one required data section appears read-only for the new country only.
Existing countries in the same tenant can complete the same step normally. The customer confirms the section must stay editable during hiring because downstream workflow and record creation depend on it. The issue started after the rollout team introduced country-specific setup for the new region. The consultant must correct the problem without removing the section from the hire flow or creating a separate manual onboarding process.
What should the consultant investigate first?
Response:

A) Ask recruiters to complete the hire without the section and let HR administrators update it after workflow approval.
B) Review the new country-specific setup controlling field behavior in the hire process, then correct the configuration making that section read-only.
C) Grant recruiters broader employee maintenance permissions so they can override the read-only behavior during hiring.
D) Export a sample of existing records from the new country and reload them so the hire template can refresh its section controls.

5. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Terminal Review</strong> A dockside position change routes to the expected terminal operations manager, but a comparable maintenance position change remains with HR data administration. The same terminal manager can approve other employee updates in the assigned dockside area.
What should be validated before changing workflow routing?
Response:

A) Whether every terminal manager should be added to all position-change workflows during design validation.
B) Whether HR data administration can approve all position changes centrally until configuration testing begins.
C) Whether the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.
D) Whether the workflow notification text tells users that maintenance requests may remain with HR data administration.

Solutions: