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

1. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> After a targeted correction to insurance position context, one employee data change routes to the expected compliance reviewer. Another comparable insurance change still remains with corporate HR administrators.
Which next step best avoids a partial-fix trap?
Response:

A) Remove corporate HR visibility from pending workflow requests so compliance review becomes the only visible path.
B) Close workflow validation because at least one corrected insurance change reached the expected reviewer.
C) Retest representative employee data changes across affected insurance contexts and compare reviewer outcomes.
D) Apply the same position-context correction to every insurance record and assume routing will align after refresh.

2. <strong>CHALLENGE 1 &#x2014; Foundation Data Sequence for Field Workforce Setup</strong> During validation, several position records can be selected during employee assignment, but the regional context shown later in review does not match the expected operating area. The team confirms that some corporate data values were created after the initial position import.
Which action best supports a controlled correction before the next manager test cycle?
Response:

A) Expand HR specialist permissions temporarily so that users can correct affected employee and position records during testing.
B) Reload all employee and position records so that every imported object is rebuilt using the newest corporate data values.
C) Validate the active foundation data referenced by affected records, then selectively correct or reload only dependent records with confirmed mismatches.
D) Continue manager validation and document the behavior as a known limitation until the next rollout wave.

3. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is supporting a scheduled import of employee organizational corrections before a monthly reconciliation cycle. The file runs in the web-based environment and reports successful completion, but several rows are processed with warnings and leave the target values unchanged. The affected employees all have pending future organizational moves already recorded for a later effective date. Other employees in the same file update correctly.
The customer wants the current corrections loaded without deleting or changing the approved future moves, and they do not want a separate manual exception process each month. The consultant must choose an action that preserves timeline integrity and keeps the administrative load repeatable.
What is the best next step?
Response:

A) Route the warning rows to HR administrators for manual correction each month and keep those employees out of future import files.
B) Adjust the import handling for employees with future-dated organizational moves so the current correction can coexist with the existing approved timeline.
C) Retry the warning rows under a higher-access role so the import can override the future organizational state for the current cycle.
D) Delete the pending future organizational moves for the affected employees, then rerun the warning rows so the current corrections can load cleanly.

4. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> A tester suggests changing workflow routing so insurance employee changes always go directly to a compliance reviewer, regardless of employee and position context. This would reduce pending corporate HR items before the regulated review.
Why is this approach less appropriate?
Response:

A) It is less appropriate because compliance reviewers cannot approve any Employee Central workflow tasks.
B) It prevents HR partners from updating branch employee records.
C) It changes routing before confirming whether employee context and position assignment already determine the correct reviewer.
D) It is less appropriate because corporate HR must always approve insurance employee changes.

5. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee&#x2019;s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
B) Broaden location visibility for all related structures so users see the same combined location list during internal moves.
C) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
D) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.

Solutions: