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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 newly enabled cross-border transfer setup in SAP SuccessFactors Employee Central before a pilot rollout. In the public cloud web-based UI, managers can start the transfer and enter most required information. However, for one new country pair the assignment details section opens with the expected fields, but one required field group stays hidden after the page refresh even though it was visible at the start of testing.
Other country combinations keep that section visible throughout the action. The customer confirms that the group must remain visible because later approval routing depends on those values. They do not want a separate transfer variant or a manual correction step after submission. The issue started after recent country-specific setup adjustments were introduced into the tenant.
What should the consultant investigate first?
Response:

A) Review the country-specific transfer setup controlling section visibility, then correct the dependency that hides the required field group after refresh for the new country pair.
B) Grant managers broader employee-maintenance permissions so the hidden group is treated as editable for all transfer scenarios.
C) Reload sample employee records from the affected countries so the transfer action rebuilds the screen behavior automatically.
D) Ask managers to finish the transfer without that field group and let HR operations fill it in after approval for the affected country pair.

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

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

3. <strong>CHALLENGE 2 &#x2014; Mobile Repair Position Context for Field Coverage</strong> A mobile repair assignment can be saved, but manager-facing review later displays inconsistent district context. The field operations director asks whether the team can proceed if HR services verifies repair assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Open all mobile repair positions to district managers temporarily so they can confirm assignments faster during validation.
B) Stop all plant and mobile repair testing until every position record across all municipal districts is rebuilt.
C) Narrow the validation set and verify representative mobile repair assignments in the system before relying on offline confirmation.
D) Proceed with offline HR verification because it preserves the UAT schedule and the assignment record saves successfully.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position updates before a department restructuring review. Managers can edit positions in the web-based UI and save without error, but a subset of updated positions does not become available for the next planning activity.
Earlier positions in the same tenant move forward as expected. The customer confirms that all affected records belong to a new position type introduced last week to support the restructuring. The business wants to keep the new position type because reporting depends on it, and it does not want users recreating affected positions manually across multiple departments.
What should the consultant investigate first?
Response:

A) Export the affected positions, assign them new identifiers, and reload them under a different position type.
B) Give planners broader permissions so the updated positions can be selected even if their current state is incomplete.
C) Review the configuration dependency linked to the new position type and correct the setting that controls downstream planning readiness after save.
D) Ask users to continue with the older position types until the restructuring review is complete, then retire the new type afterward.

5. A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
B) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
C) Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.
D) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.

Solutions: