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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-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A) Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.
B) Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
C) Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
D) Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.

2. 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) 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.
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) Add the restricted regional group to the general HR operations audience so all standard exports automatically include the missing employees.
D) Ask the regional HR team to run a separate local export each month and combine the files manually after the audit cycle starts.

3. A consultant is testing a controlled data correction process in a web-based SAP SuccessFactors Employee Central tenant before month-end operations. HR operations users can launch an employee data correction for all approved populations, but for one restricted regional group the final review screen opens with all changed values visible while the confirm action is unavailable.
HR administrators can complete the same correction for that group without issue. The customer wants the operations team to handle the process for the restricted region only within the approved monthly cycle and does not want administrator-level access copied broadly. The consultant must restore the controlled execution path without weakening the region’s stricter governance boundary.
What is the best corrective action?
Response:

A) Review the operations role permissions and target population settings for the final execution step, then adjust only the authorized confirm scope required for that restricted regional group.
B) Copy the administrator permission set to the operations role for the restricted region so the confirm action becomes available immediately.
C) Temporarily move the restricted region into the general operations population during month-end processing and restore it afterward.
D) Ask HR administrators to complete the restricted-region confirmations each month while operations users handle the rest of the population.

4. A consultant is testing an approval process for manager-initiated changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, the workflow starts and reaches the first approver, but a second approval step that should be triggered only for high-impact job changes is not added for certain transactions. The customer confirms that the second-step approver group exists and is active.
The issue is noticed only when the transaction includes a combination of compensation-related and organizational updates. The customer wants a fix that preserves the existing workflow framework and does not require maintaining parallel approval processes for each business variation.
Which action best addresses the root cause?
Response:

A) Review the business rule or condition that determines when the additional approval step should be inserted, then correct the logic for the combined transaction pattern.
B) Instruct managers to split combined changes into multiple transactions so the second-step condition is easier to trigger.
C) Add the second approver group directly to the first step so all relevant requests receive two approvals in the same stage.
D) Create separate workflows for each combination of compensation and organizational change so the missing second step can be controlled manually.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary return-to-home-department process in the web-based UI before a pilot launch. The transaction opens and saves successfully for all tested employees, but for one newly enabled employee population the expected post-save update to the employee’s standard work location does not occur. The same process updates the location correctly for established populations.
HR operations wants one consistent return process across the tenant and does not want to maintain the location manually after each case. The issue started after the new population was added during the latest configuration cycle. The consultant must correct the behavior without splitting the process into population-specific variants.
What should the consultant investigate first?
Response:

A) Reclassify affected employees temporarily into an older population so the existing return process can be reused without further setup changes.
B) Review the post-save derivation or action configuration for the new population, then correct the dependency controlling the standard work location update.
C) Give managers direct edit access to the standard work location field so they can complete the missing update during the return transaction.
D) Ask HR operations to update the standard work location manually for the new population until the pilot is complete.

Solutions: