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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 and Position Management project, a consultant is testing a workflow for manager-submitted temporary location changes. In the web-based environment, requests from all regions save and enter workflow, but for one newly added region the request goes to a generic reviewer whenever the transaction includes both a temporary end date and a position-linked employee. Similar requests for other regions route to the specialized reviewer as designed.
The customer wants to keep the shared workflow framework because separate regional workflows would increase maintenance. The issue began after the new region was added during the latest configuration cycle, and the consultant must correct the routing without changing the business process design.
Which action best addresses the root cause?
Response:

A) Ask managers in the new region to submit these requests through HR administrators until routing is reviewed later.
B) Review the rule precedence or routing condition for the new region, then correct the logic for requests that combine a temporary end date with a position-linked employee.
C) Add the specialized reviewer to the generic reviewer queue so routed requests can still be handled quickly.
D) Create a dedicated workflow for the new region so its temporary location changes always reach the specialized reviewer.

2. A consultant is testing a workflow for manager-submitted temporary cost-center reassignment requests in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added operational population, requests that include both a temporary end date and a position-linked budget impact bypass the intended review queue and go directly to the standard approval step.
Existing populations with the same combination still route through the intended review queue. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader approval process.
What is the best corrective action?
Response:

A) Add the intended reviewers directly to the standard approval step so affected requests still receive some oversight before completion.
B) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked budget impact.
C) Create a separate workflow for the new operational population so the review queue is always included for those requests.
D) Ask managers in the new operational population to stop submitting these temporary reassignment requests until the workflow model is revised later.

3. A consultant is preparing a new implementation test cycle in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud tenant, newly created employee records are not inheriting the expected default values for a required organizational field during hiring. Existing employees display the field correctly, and the field is available in the web-based UI.
The customer wants the consultant to restore consistent defaulting for new hires without adding manual entry steps, because regional teams will use the same process and data quality must remain standardized. The issue began after the project team introduced additional configuration for organizational setup last week.
Which action is the best next step?
Response:

A) Review the recent setup changes affecting the organizational defaulting logic and correct the configuration dependency that supplies the field during hire creation.
B) Remove the field from the hiring process so new records can be created without interruption and restore it later.
C) Export all current employee records, adjust the missing values externally, and reimport them after the next hiring cycle.
D) Ask hiring teams to populate the field manually during hiring until more configuration can be reviewed after go-live.

4. 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) Add the intermediate reviewer directly to the final approval step so all affected requests still receive additional oversight.
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) 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.

5. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> A regional HR partner proposes converting insurance division positions to the same responsibility pattern as branch manager positions because branch changes route correctly. The insurance division uses a different regulated review model.
Why is this approach less appropriate?
Response:

A) It prevents business unit values from being used in employee imports.
B) It is less appropriate because corporate HR must always approve regulated position changes.
C) It forces a working branch pattern onto insurance positions without validating the insurance responsibility context.
D) It is less appropriate because branch positions cannot participate in any Employee Central workflow.

Solutions: