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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 tenant, a consultant is validating a new hiring setup in the web-based UI before regional onboarding begins. Recruiters can start the hire process, but when they reach the organizational assignment step, one required field appears as blank and unavailable for selection for a single country rollout.
The same field works correctly in other countries in the tenant. The customer confirms that the field is part of the planned core setup and must remain required because downstream employee records depend on it. The project manager wants the issue corrected without introducing country-specific manual workarounds or weakening the standardized hire design.
What should the consultant do first to resolve the issue correctly?
Response:

A) Give recruiters broader edit permissions to organizational data so they can populate the value after the employee is hired.
B) Remove the field from the country-specific hiring flow so recruiters can complete hiring and update the missing value later.
C) Review the country-specific setup dependency for the required organizational field and correct the configuration that controls its availability during hire creation.
D) Reimport existing employee data for that country so the system rebuilds the organizational assignment options for new hires.

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

3. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is supporting an administrative load of position status updates before a planning checkpoint. The import file is accepted, but a subset of rows completes with warnings and leaves the affected positions unchanged. The warning pattern appears only for positions that already have pending workflow-driven updates not yet finalized.
Other rows in the same file update successfully. The customer wants the consultant to preserve the controlled approval process for pending position changes and avoid forcing users to cancel those requests just to finish the import. The solution must support future recurring loads without manual cleanup after each cycle.
What is the best next action?
Response:

A) Adjust the import approach for positions with pending workflow-driven updates so the administrative load respects the existing in-process state instead of bypassing it.
B) Load the warning rows under a higher-access administrative role so the import can override the pending workflow state during the checkpoint cycle.
C) Cancel the pending workflow requests for the affected positions, then rerun the import so the unchanged rows can be updated immediately.
D) Remove the affected positions from future import files permanently and require web-based maintenance whenever workflow requests are active.

4. 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) Broaden division visibility across all companies so the ordering issue becomes consistent for every region using the transaction.
B) Create duplicate division records for the new region so the correct values appear together at the top of the list during selection.
C) 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.
D) Ask managers in the new region to scroll through the full division list and choose the intended value manually until training is complete.

5. <strong>CHALLENGE 4 &#x2014; Workflow Routing for Cross-Regional Position Changes</strong> After selected data corrections, one regional position-change workflow routes correctly, but another comparable request still reaches an unexpected approver. The team wants to close the readiness review with minimal additional testing.
Which next step best confirms whether the correction is sufficient?
Response:

A) Disable workflow routing for position changes until all regional managers complete access validation.
B) Approve the corrected workflow case and treat the remaining variation as a user-training item.
C) Apply the same correction to all regions and close workflow validation after one successful retest.
D) Execute representative position-change transactions across affected regional contexts and compare approver results against the expected responsibility model.

Solutions: