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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 manager-driven department change process in a public cloud SAP SuccessFactors Employee Central Core tenant. In the web-based UI, managers can start the transaction and select the employee’s company, but for one newly onboarded region the list of available divisions is not empty and not missing values; instead, it shows valid-looking divisions in the wrong business order, causing the intended default division to appear below unrelated regional values.
Other regions show the correct narrowed list. HR leadership wants the consultant to correct the issue before training because users must follow controlled organizational selection without relying on trial-and-error. The customer does not want a separate regional transaction or broader division exposure across companies.
What is the best next step?
Response:

A) Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.
B) Review the organizational relationships and assignment logic introduced for the newly onboarded region, then correct the company-to-division association controlling the filtered division list.
C) Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
D) Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.

2. A consultant is validating a manager-driven internal movement process in a public cloud SAP SuccessFactors Employee Central Core tenant before a pilot launch. In the web-based UI, the transaction saves for all tested employees, but for one newly introduced employee category the expected post-save update to a related employment information field does not occur when the movement reason is marked as temporary.
Permanent movement reasons work correctly for the same category, and older employee categories behave as expected for both cases. The customer wants to keep a single standardized movement process across the tenant and does not want HR operations to repair the related field manually after each temporary movement.
What should the consultant investigate first?
Response:

A) Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.
B) Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.
C) Review the transaction configuration or derivation dependency for temporary movement reasons in the newly introduced employee category, then correct the post-save update logic.
D) Reclassify employees in the new category into an older category during temporary moves so the existing update behavior can be reused.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A) Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
B) Whether every regional claims manager should be added to all position-change workflows during SIT.
C) Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
D) Whether the workflow notification text tells users that underwriting requests may remain with HR operations.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-from-leave process in the web-based UI before a regional pilot. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee subgroup the expected standard-hours update does not apply after save. The same return action updates standard hours correctly for established subgroups.
HR operations does not want to maintain standard hours manually after each return because the process will be used repeatedly during peak staffing periods. The issue began after the new subgroup was added to the return action design during the latest configuration cycle. The consultant must correct the behavior while preserving one consistent return process across the tenant.
What should the consultant investigate first?
Response:

A) Review the post-save derivation or action configuration for the new subgroup, then correct the dependency controlling the standard-hours update.
B) Reassign affected employees temporarily into an older subgroup so the existing return action behavior can be reused.
C) Give managers direct edit access to standard hours so they can complete the missing update during the return action.
D) Ask HR operations to update standard hours manually for the new subgroup until the regional pilot is complete.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country rehire process in the web-based UI before a controlled rollout. Users can search the former employee, start the rehire transaction, and complete the early steps, but when they reach employment details, one required field is displayed and editable yet becomes blank again after the page refreshes for only the newly enabled country. Other countries retain the value correctly.
The customer confirms this field must remain in the standard rehire design because downstream workflow routing depends on it. They do not want a country-specific manual workaround or a separate rehire process. The issue started after the latest country-specific setup changes were transported into the tenant.
What is the best first action?
Response:

A) Grant users broader maintenance permissions so the field value is treated as a direct employee update during rehire.
B) Reimport recent employee records from the affected country so the rehire transaction rebuilds the field behavior automatically.
C) Ask users to finish the rehire without the field value and let HR administrators correct it after workflow completion.
D) Review the country-specific rehire configuration controlling field persistence and correct the setup dependency for the newly enabled country.

Solutions: