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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:

1. A consultant is validating administrative exports in a web-based SAP SuccessFactors Employee Central environment before a controlled audit cycle. HR operations users can run an employee data export for most populations, but records belonging to one restricted regional group are missing from the output even though those employees are visible in standard profile searches for authorized staff.
The customer wants the monthly export to include that regional group for the approved operations team only, without expanding general access to sensitive employee data outside the audit process. The consultant must correct the issue in a way that supports repeatable export operations and preserves the region’s stricter governance boundary.
Which action should the consultant take first?
Response:

A) Ask the regional HR team to run a separate local export each month and combine the files manually after the audit cycle starts.
B) Remove the regional sensitivity setting temporarily during the monthly export window so the records can flow into the file without further configuration changes.
C) Review the export user role and target population scope for the approved audit process, then adjust only the authorized export access for that restricted regional group.
D) Add the restricted regional group to the general HR operations audience so all standard exports automatically include the missing employees.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is validating a workflow for manager-requested temporary job changes. In the web-based environment, requests for one business population save and enter workflow, but when the transaction includes both a temporary job classification and a future effective date, the request is routed to a generic regional queue instead of the specialized reviewer group used for time-sensitive cases.
Other populations route correctly. The customer wants to preserve the current shared workflow framework and avoid maintaining separate end-to-end workflows for each population. The issue began after the affected business population was introduced during the most recent configuration cycle.
What is the best corrective action?
Response:

A) Add the specialized reviewer group to the generic regional queue so any affected request can still be acted on quickly.
B) Create a separate workflow for the affected business population so future-dated temporary changes always use the specialized reviewer group.
C) Ask managers in the affected population to stop submitting future-dated temporary changes until the workflow design is simplified.
D) Review the rule or routing condition for combined temporary-classification and future-date scenarios, then correct the logic for the newly added business population.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position-based backfill process before a hiring readiness review. In the web-based UI, HR specialists mark several positions as ready for backfill and save successfully. The readiness status is visible on the position records, but for one newly introduced staffing segment the linked employee-side vacancy indicators do not update during validation.
Existing staffing segments behave correctly. The customer wants to keep position-driven vacancy administration as the operating model and does not want HR users to maintain employee-facing vacancy indicators manually after each position change. The affected positions all belong to a new segment added during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader staffing process.
What should the consultant investigate first?
Response:

A) Give staffing users broader edit access to employee-side vacancy fields so they can correct missing indicators directly during validation.
B) Recreate the affected positions under an older staffing segment so the current downstream update behavior matches earlier records.
C) Review the dependency between the new staffing segment and downstream vacancy-indicator propagation, then correct the configuration or binding controlling the linked update.
D) Ask HR specialists to update the employee-facing vacancy indicators manually for the new staffing segment until the review is complete.

4. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary manager reassignment requests. In the 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 reporting change are routed to the standard manager-approval path instead of the intended risk-review step.
Existing populations with the same combination still route through the risk-review step. The customer wants to preserve the shared workflow model because creating separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing issue without changing the business process design.
What is the best corrective action?
Response:

A) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.
B) Create a separate workflow for the new operational population so those requests always include the risk-review step.
C) Review the routing rule or condition precedence for the new population, then correct the logic for requests combining temporary end date with position-linked reporting change.
D) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.

5. 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) Ask managers to continue using the current list and rely on training guidance to select the correct location during the reassignment process.
C) Create duplicate location records for the new structure so the intended values appear separately from the neighboring legal entity.
D) Review the organizational associations for company, legal entity, and location in the new structure, then correct the relationship controlling filtered location availability.

Solutions: