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

1. A consultant is testing a manager-driven change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the transaction completes successfully, but for a newly introduced employee group one derived field on the employee record remains unchanged after save.
The same transaction updates that field correctly for all previously existing employee groups. The customer wants to keep one standardized transaction design across the tenant and does not want managers or HR specialists to correct the field manually after each change. The issue started immediately after the new employee group was added for a phased rollout.
What should the consultant do first?
Response:

A) Reassign the affected employees temporarily to an older employee group so the existing derivation behavior applies again.
B) Ask HR specialists to maintain the derived field manually for the new employee group until the rollout phase is complete.
C) Give managers direct edit access to the derived field so they can update it themselves during each change transaction.
D) Review the transaction configuration and derivation setup for the new employee group, then correct the dependency that should populate the field after save.

2. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A) Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
B) Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
C) Whether every regional claims manager should be added to all position-change workflows during SIT.
D) Whether the workflow notification text tells users that underwriting requests may remain with HR operations.

3. A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

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

4. A consultant is validating position maintenance in a public cloud SAP SuccessFactors Employee Central and Position Management environment before a reorganization freeze ends. In the web-based UI, managers can create new positions, but some newly created positions remain in a draft-like state and cannot be used in downstream planning activities even though the save action completes without error.
Older positions created earlier in the project are available as expected. The customer confirms that the affected positions are all created under a newly introduced position category. The business wants a fix that keeps the category structure intact and avoids asking users to recreate positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Export the affected positions, change their identifiers externally, and reload them under a different category structure.
B) Grant managers broader access to planning activities so the newly created positions become selectable despite their current state.
C) Ask managers to keep using the older position categories until the new category can be removed from the design.
D) Review the configuration dependency tied to the new position category and correct the setting that controls whether saved positions become usable for downstream planning.

5. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Resort Review</strong> A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A) Whether HR coordination can approve all position changes centrally until seasonal validation begins.
B) Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.
C) Whether the workflow notification text tells users that banquet requests may remain with HR coordination.
D) Whether every resort operations manager should be added to all position-change workflows during remediation.

Solutions: