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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 Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee’s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A) Broaden location visibility for all related structures so users see the same combined location list during internal moves.
B) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
C) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
D) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.

2. <strong>CHALLENGE 1 &#x2014; Business Unit References for Insurance Employee Records</strong> A remediation tester finds that affected insurance employee records reference business unit values adjusted after their related position records were first validated. Comparable branch records reference unchanged values and review correctly.
Which validation sequence is most appropriate?
Response:

A) Change compliance workflow routing first because the affected requests remain with corporate HR administrators.
B) Validate affected employee records, confirm related position references, and then decide whether targeted correction is sufficient.
C) Expand compliance manager access first so all affected records can be reviewed without checking references.
D) Copy branch business unit values into affected insurance records because branch records review correctly.

3. <strong>CHALLENGE 1 &#x2014; Location Data Readiness for Clinic Employee Records</strong> The implementation lead notices that some rehabilitation-center employee records behave differently from comparable clinic records even though both use the same core employee template. The location values were refreshed shortly before the validation cycle.
What should the consultant determine first?
Response:

A) Whether the workflow notification for rehabilitation-center employees uses the correct message text.
B) Whether HR shared services can complete all rehabilitation-center records without manager participation.
C) Whether department managers should be removed from validation until the template is finalized.
D) Whether the affected employee records reference location and department values that were active and aligned when validation began.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Resort Review</strong> A housekeeping position change routes to the expected resort operations manager, but a comparable banquet position change remains with HR coordination. The same resort manager can approve other employee updates in the assigned hotel department.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text tells users that banquet requests may remain with HR coordination.
B) Whether HR coordination can approve all position changes centrally until seasonal validation begins.
C) Whether the banquet employee context, position assignment, and resort responsibility support reviewer determination for the affected change.
D) Whether every resort operations manager should be added to all position-change workflows during remediation.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a controlled process where approved vacant positions should become available for staffing preparation. In the web-based environment, position approval completes successfully and the status appears updated, but a subset of approved positions still does not appear in the next staffing-related step.
Positions created earlier in the project behave correctly. The affected records were all loaded during a recent hierarchy expansion and share the same new parent structure. The customer wants the consultant to preserve the position-driven operating model and avoid recreating large numbers of positions before the next test cycle.
What is the best action to take first?
Response:

A) Give staffing users broader search visibility so the approved positions appear even if the downstream readiness state is not fully aligned.
B) Allow staffing users to create requests without selecting positions until the expanded hierarchy can be rebuilt after testing.
C) Recreate the newly expanded hierarchy with simplified parent structures so future positions inherit a cleaner setup automatically.
D) Review the dependency between approved position status and downstream staffing availability for the newly expanded hierarchy, then correct the configuration or binding that is not resolving for those positions.

Solutions: