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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 employee transfers between organizational units after a recent corporate data maintenance cycle. In the web-based UI, the transfer action opens normally, but for one set of regions the target department list is incomplete even though the departments exist in the system. Users can complete transfers in other regions without issue.
HR administrators confirm that the missing departments were introduced during the latest corporate structure update and should be available only within specific organizational combinations. The customer wants the consultant to restore accurate selection behavior without weakening organizational controls or exposing departments outside their intended scope.
What is the best next step?
Response:

A) Grant all transfer users broader visibility to all departments so the missing entries appear immediately during the move process.
B) Review the corporate data relationships and effective configuration for the new departments, then correct the organizational associations that govern their availability in transfers.
C) Export the department records, create duplicate department entries for the affected regions, and use those duplicates in transfer processing.
D) Ask HR administrators to complete transfers using a temporary generic department and correct the final department later by direct edit.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary work-arrangement 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 to a general approval step instead of the intended review queue whenever both a temporary end date and a position-related organizational change are present.
Existing populations with the same combination still use the intended review queue. 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 broader process.
What is the best corrective action?
Response:

A) Add the intended review queue members to the general approval step so affected requests still receive oversight without further routing changes.
B) Ask managers in the new population to submit these requests through HR administrators until the routing design can be simplified.
C) Create a separate workflow for the new operating population so the intended review queue is always used for those requests.
D) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-related organizational change.

3. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A) Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.
B) Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.
C) Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.
D) Add the intermediate approver to the final approval step so all assignment changes receive review before completion.

4. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> After a targeted correction to engineering position context, one transfer routes to the expected plant reviewer. Another comparable engineering transfer still remains with corporate HR.
Which next step best avoids a partial-fix trap?
Response:

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

5. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a process where a change to position job classification should update downstream employee eligibility handling before a controlled workforce review. In the web-based UI, HR specialists update the position classification and save successfully. The new classification is visible on the position record, but incumbent employees tied to a subset of those positions do not reflect the expected downstream eligibility change during follow-up validation.
Positions created earlier in the project behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each classification change. The affected records all belong to a newly introduced branch of the position hierarchy added during the latest configuration cycle.
What is the best first action?
Response:

A) Review the dependency between the new hierarchy branch and downstream incumbent alignment, then correct the propagation or binding logic for position classification changes.
B) Recreate the affected positions under an older hierarchy branch so the current downstream behavior matches previously working records.
C) Ask HR specialists to update the employee eligibility setting manually after each position classification change in the new hierarchy branch.
D) Give managers broader edit access to the related employee eligibility fields so they can repair missing updates directly after position maintenance.

Solutions: