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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 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) Create a separate workflow for the new operational population so those requests always include the risk-review step.
B) 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.
C) Add the risk reviewers directly into the standard manager-approval path so the affected requests still receive additional oversight.
D) Ask managers in the new population to send those requests through HR administrators until the workflow model is revisited later.

2. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Compliance reviewers receive notification emails for some successful branch employee changes.
B) Corporate HR can approve every pending request before the remediation summary is submitted.
C) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
D) The team can manually list which insurance requests remain pending with corporate HR.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Terminal Review</strong> A dockside position change routes to the expected terminal operations manager, but a comparable maintenance position change remains with HR data administration. The same terminal manager can approve other employee updates in the assigned dockside area.
What should be validated before changing workflow routing?
Response:

A) Whether the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.
B) Whether HR data administration can approve all position changes centrally until configuration testing begins.
C) Whether the workflow notification text tells users that maintenance requests may remain with HR data administration.
D) Whether every terminal manager should be added to all position-change workflows during design validation.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a controlled correction process in the web-based UI before a quarterly compliance review. HR operations users can search employee records, open the correction screen, and enter updates for all approved populations. For one restricted expatriate population, the review page shows the proposed changes, but when users confirm, the transaction closes with no update and an access-scope message is recorded.
HR administrators can complete the same correction without issue. The customer wants the approved operations team to handle this expatriate population only for the defined compliance process, without granting broad administrator access or weakening the special protection boundary around those records. The solution must remain repeatable for future review cycles.
What is the best corrective action?
Response:

A) Copy the HR administrator permissions to the operations role during each compliance cycle so the final confirmation can complete for the expatriate population.
B) Review the operations role permissions and target-population scope for the final correction step, then adjust only the authorized execution scope needed for that expatriate population.
C) Temporarily move the expatriate population into the general operations scope during each quarterly review and restore the restriction afterward.
D) Ask HR administrators to keep processing the expatriate population while operations users continue with all other populations.

5. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> Regional claims managers request broader visibility across claims, underwriting support, and surge-team positions so they can help clear open SIT items. The HR governance owner wants regional access boundaries to remain visible during testing.
Which configuration approach best handles this governance-versus-governance prioritization?
Response:

A) Keep current access unchanged and classify all blocked SIT items as evidence that the regional model is secure.
B) Restrict regional managers from all underwriting and surge-team positions until standard claims validation is complete.
C) Validate assigned-scope access and target populations with representative regional managers before considering any limited exception.
D) Grant cross-region access temporarily and rely on post-SIT review to identify any inappropriate record visibility.

Solutions: