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

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

1. A consultant is testing a workflow for manager-submitted temporary cost-center reassignment requests in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud 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 budget impact bypass the intended review queue and go directly to the standard approval step.
Existing populations with the same combination still route through the intended review queue. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader approval process.
What is the best corrective action?
Response:

A) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked budget impact.
B) Add the intended reviewers directly to the standard approval step so affected requests still receive some oversight before completion.
C) Ask managers in the new operational population to stop submitting these temporary reassignment requests until the workflow model is revised later.
D) Create a separate workflow for the new operational population so the review queue is always included for those requests.

2. <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 corporate HR can approve all employee changes until the regulated workforce review begins.
B) Whether every compliance reviewer should be added to all employee data workflows during remediation.
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.

3. A consultant is validating a newly enabled internal transfer process in SAP SuccessFactors Employee Central before a controlled rollout. In the public cloud web-based UI, managers can start the transfer and complete the first steps, but for one new country combination the employment details section keeps one required field editable until validation, then turns it read-only before submission. Other country combinations keep the field editable throughout the process.
The customer confirms the field must remain editable because the final value drives downstream approval routing and reporting. They do not want a country-specific transfer variant or a manual correction step after submission. The issue appeared after recent country-specific setup adjustments were introduced for the rollout.
What should the consultant investigate first?
Response:

A) Reload sample employee records from the affected countries so the transfer process rebuilds the field behavior automatically.
B) Review the country-specific transfer setup controlling editability across the action sequence, then correct the dependency that changes the field to read-only before submission.
C) Ask managers to complete the transfer and let HR operations correct the field afterward for the affected country combination.
D) Grant managers broader employee-maintenance permissions so the field remains editable during the final stage of transfer processing.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A) Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
B) Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
C) Recreate all positions from the newer configuration set using the same method as the earlier working positions.
D) Give staffing users broader search access so newly approved positions appear regardless of process status.

5. <strong>CHALLENGE 4 &#x2014; Position Change Routing for District Review</strong> After a targeted correction to mobile repair position context, one position change routes to the expected district manager. Another comparable mobile repair change still remains with HR services.
Which next step best avoids a partial-fix trap?
Response:

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

Solutions: