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

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

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

2. <strong>CHALLENGE 4 &#x2014; Transfer Workflow Routing for Plant Review</strong> A production transfer routes to the expected plant reviewer, but a comparable engineering-center transfer remains with corporate HR. The same plant reviewer can approve other employee changes in assigned production areas.
What should be validated before changing workflow routing?
Response:

A) Whether every plant manager should be added to all transfer workflows during the hypercare period.
B) Whether the workflow notification text tells users that engineering transfers may remain with corporate HR.
C) Whether corporate HR can approve all transfers centrally until the weekly workforce planning review is complete.
D) Whether the engineering employee context, position assignment, and plant responsibility support reviewer determination for the affected transfer.

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

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

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reclassification process in the web-based UI before a quarterly workforce planning cycle. HR specialists can update a position&#x2019;s category and save successfully, but for a subset of records the vacancy planning indicator remains locked in the prior state after save.
The same process works for older positions in the tenant. The customer confirms that the affected positions were created under a newly introduced lifecycle status sequence and must remain in that sequence because reporting depends on it. The consultant must restore correct downstream position behavior without asking HR specialists to maintain planning indicators manually for each reclassified position.
What is the best first action?
Response:

A) Recreate the affected positions under the older status sequence so the existing reclassification behavior applies again.
B) Ask HR specialists to update the vacancy planning indicator manually after each position reclassification until the quarter closes.
C) Review the dependency between the new lifecycle status sequence and position reclassification behavior, then correct the configuration controlling how the planning indicator is updated after save.
D) Give workforce planners broader edit access so they can override the locked indicator directly during planning preparation.

5. A consultant is testing a workflow for manager-submitted temporary department changes in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests save and enter workflow for all tested groups, but for one newly added business population the request is routed to a fallback review queue whenever the change includes both a temporary end date and a position-linked cost impact.
The same combination routes to a specialized review step for existing populations. The customer wants to preserve the shared workflow framework and avoid creating separate business-population workflows because maintenance effort must remain low after go-live. The issue appeared after the new population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Review the routing condition or rule precedence for the new business population, then correct the logic for requests combining temporary end date with position-linked cost impact.
B) Add the specialized reviewers to the fallback review queue so affected requests can still be handled without changing the current workflow logic.
C) Ask managers in the new population to route these requests through HR administrators until the workflow model can be simplified later.
D) Create a separate workflow for the new business population so those requests always use the specialized review step.

Solutions: