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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 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) Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.
B) Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.
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.

2. A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before regional user training. In the web-based UI, managers can select company and legal entity, but for one newly onboarded structure the location list includes valid-looking locations from a neighboring legal entity.
The process is still usable, but testers repeatedly choose incorrect combinations because the filtered location scope is broader than intended. Other structures show the expected narrowed choices. The customer wants the issue corrected without exposing locations across unrelated legal entities and without creating a separate reassignment process for the new structure. Reporting accuracy and workflow routing both depend on the correct location selection.
What is the best next step?
Response:

A) Broaden location visibility for all nearby legal entities so the same combined list appears consistently during reassignment.
B) Review the organizational associations for company, legal entity, 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 intended values appear separately from the neighboring legal entity.
D) Ask managers to continue using the current list and rely on training guidance to select the correct location during the reassignment process.

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 corporate HR can review the insurance position instead of the compliance manager during remediation.
B) Whether the permission role, target population, and compliance responsibility assignment align for both assigned and out-of-scope records.
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 before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A) Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
B) Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
C) Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Create duplicate location records for the new structure so the intended value appears separately in the selection list.

5. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A branch employee data change routes to the expected compliance reviewer, but a comparable insurance employee data change remains with corporate HR administrators. The same compliance reviewer can approve other changes in assigned branch contexts.
What should be validated before changing workflow configuration?
Response:

A) Whether every compliance reviewer should be added to all employee data workflows during remediation.
B) Whether corporate HR can approve all employee changes until the regulated workforce review begins.
C) Whether the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.
D) Whether workflow notification text explains that insurance requests may remain with corporate HR.

Solutions: