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 a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A) Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.
B) Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.
C) Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.
D) Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary assignment changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added regional population the transaction routes directly to the final approver when both a temporary assignment flag and a position-linked change are included.
Other populations with the same combination still pass through the intended intermediate review step. The customer wants to preserve the shared workflow model because separate regional workflows would increase maintenance effort after go-live. The consultant must correct the routing without changing the underlying business process design.
What is the best corrective action?
Response:

A) Review the routing rule or condition precedence for the new regional population, then correct the logic for requests that combine temporary assignment with a position-linked change.
B) Ask managers in the new regional population to submit these requests through HR administrators until the workflow design can be simplified later.
C) Create a separate regional workflow so requests from the new population always include the intermediate review step.
D) Add the intermediate reviewer directly to the final approval step so all affected requests still receive additional oversight.

3. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> A compliance manager can access employees in one assigned branch but cannot view an insurance position that belongs to their regulated review scope. Another out-of-scope corporate position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the permission role, target population, and compliance responsibility assignment align for both assigned and out-of-scope records.
B) Whether corporate HR can review the insurance position instead of the compliance manager during remediation.
C) Whether the compliance manager should be given access to all records until the insurance position list is corrected.
D) Whether employee import templates should be reloaded before access testing continues.

4. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A) Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.
B) Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
C) Create duplicate cost center records for the new structure so the intended values appear separately in the list.
D) Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.

5. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A) Restrict HR shared-services access further until department managers complete all location-specific validation.
B) Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
C) Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
D) Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.

Solutions: