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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) 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.
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) Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.

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

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

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary supervisory changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes directly to the standard approval path instead of the intended review queue whenever both a temporary end date and a position-linked organizational impact are present.
Existing populations with the same combination still use the intended review path. 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 overall business process.
What is the best corrective action?
Response:

A) Create a separate workflow for the new operating population so the intended review path is always used for those requests.
B) Ask managers in the new population to submit those requests through HR administrators until the routing design can be simplified later.
C) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked organizational impact.
D) Add the intended review queue members to the standard approval path so affected requests still receive additional oversight.

4. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A) Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B) Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
C) Whether all employee change workflows should be routed to both HR and every department manager for testing.
D) Whether the notification wording explains that some requests may stay with HR shared services.

5. <strong>CHALLENGE 1 &#x2014; Service Line References for Underwriting Records</strong> The operations sponsor asks whether SIT can continue if only the affected underwriting records are corrected. HR operations has limited time before policy renewal staffing scenarios are added.
Which evidence best supports continuing with bounded scope?
Response:

A) Regional managers can see all underwriting records after temporary access is granted for the SIT window.
B) The workflow notification log shows that position-change messages were generated for the affected employees.
C) HR operations can manually update the reviewed association for all records before the staffing scenarios begin.
D) The affected records are linked to specific revised reference values, and unaffected claims records still validate against the intended regional pattern.

Solutions: