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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 new-country transfer setup in SAP SuccessFactors Employee Central before a phased rollout. In the public cloud web-based UI, managers can launch the transfer action and complete employee selection, but when they open the employment details section, one required field group is shown in the correct place yet remains non-editable for the new country only.
Other countries allow the same field group to be updated during transfer. The customer confirms that the field group must stay editable because later approval routing depends on the values entered there. They do not want a country-specific manual correction step or a separate transfer design. The issue began after the latest country setup changes were introduced.
What should the consultant investigate first?
Response:

A) Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.
B) Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.
C) Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.
D) Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for position-linked temporary transfers. In the web-based environment, requests created for one business area start correctly but route to a fallback reviewer instead of the intended delegated approver when the primary approver is unavailable.
The same delegation behavior works for other business areas. The customer confirms that delegated approvers were maintained centrally and wants the routing fixed without duplicating workflows by business area, because long-term maintenance must stay simple. The issue began after the affected business area was added to the transfer design during the latest configuration cycle.
What should the consultant investigate first?
Response:

A) Create a separate workflow for the affected business area so the delegated approver can be assigned directly without shared logic.
B) Instruct users in the affected business area to wait until the primary approver returns rather than using delegated routing.
C) Add the delegated approver to the fallback reviewer group so routed requests still reach someone who can approve them.
D) Review the rule or approver-determination condition for the newly added business area, then correct the logic that should resolve the delegated approver instead of the fallback reviewer.

3. <strong>CHALLENGE 1 &#x2014; Campus Reference Alignment for Employee Creation</strong> Academic employees and facilities supervisors use the same employee creation process, yet only some facilities records show unexpected campus context during review. HR administration wants to avoid broad setup rework unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether HR administration can manually override service unit association during the planning meeting.
B) Whether affected records reference campus or service unit values that were corrected after initial department setup.
C) Whether all workflow notifications for facilities changes use the same message template.
D) Whether operations managers can approve facilities position changes without reviewing employee context.

4. 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) 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.
B) Ask managers in the new population to submit those requests through HR administrators until the routing design can be simplified later.
C) Add the intended review queue members to the standard approval path so affected requests still receive additional oversight.
D) Create a separate workflow for the new operating population so the intended review path is always used for those requests.

5. A consultant is supporting a scheduled administrative load of future-dated employee assignment corrections in a public cloud SAP SuccessFactors Employee Central tenant. The import finishes with mixed results: many rows post successfully, but a subset is skipped because the target employees already have approved changes for an overlapping future period.
Current data remains intact, and no broad system error is shown in the web-based environment. The customer wants the current administrative correction preserved without deleting the already approved future records, because those future changes were part of a signed regional planning cycle. The monthly load must remain reusable without creating a permanent manual exception path for the affected employees.
What is the best next step?
Response:

A) Retry the skipped rows with broader administrative access so the import can override the future-dated conflict during this monthly cycle.
B) Exclude the affected employees from all future imports and require HR administrators to maintain those cases directly in the web-based UI.
C) Delete the overlapping approved future records, then rerun the skipped rows so the current administrative correction can be loaded without conflict.
D) Adjust the import handling for employees with overlapping future-dated changes so the current correction fits the approved timeline without replacing later records.

Solutions: