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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 tenant, a consultant is validating a new-country hiring setup in the web-based UI before controlled user training begins. Recruiters can launch the hire transaction and complete the first steps, but when they reach employment information, one required field displays with the correct label yet never receives its expected default value for the new country. Existing countries in the same tenant populate the field automatically.
The customer confirms the field must remain required because later workflow routing depends on it, and they do not want recruiters typing the value manually for each hire. The issue appeared after the rollout team introduced country-specific setup and organizational defaults for the new region.
What should the consultant investigate first?
Response:

A) Remove the field from the country-specific hire step so recruiters can finish hiring and update it after approval.
B) Export recently hired employees from the new country and reload them so the defaulting behavior refreshes for future hires.
C) Grant recruiters broader maintenance permissions so they can override the missing default during hire entry.
D) Review the country-specific configuration controlling the field’s defaulting logic and correct the dependency supplying the value during hire creation.

2. <strong>CHALLENGE 3 &#x2014; Regional Manager Access for Claims Boundaries</strong> HR operations proposes a temporary permission change that lets regional managers view all surge-team records while keeping standard claims records restricted by region. The proposal would clear blocked assignments quickly.
Which concern should drive the consultant&#x2019;s recommendation?
Response:

A) The proposal should be accepted because surge-team positions are temporary and do not require governance evidence.
B) The proposal is unacceptable because regional managers should never participate in position validation.
C) The proposal proves that the original permissions are correct because only surge-team records need expansion.
D) The proposal may preserve some claims restrictions but still obscure whether surge-team target populations follow the intended regional coverage model.

3. A consultant is validating a new-country transfer setup in SAP SuccessFactors Employee Central before a phased rollout. In the public cloud web-based UI, managers can launch the transfer action and complete employee selection, but when they open the employment details section, one required field group is shown in the correct place yet remains non-editable for the new country only.
Other countries allow the same field group to be updated during transfer. The customer confirms that the field group must stay editable because later approval routing depends on the values entered there. They do not want a country-specific manual correction step or a separate transfer design. The issue began after the latest country setup changes were introduced.
What should the consultant investigate first?
Response:

A) Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.
B) Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.
C) Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.
D) Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.

4. <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) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.
C) The team can manually list which insurance requests remain pending with corporate HR.
D) Corporate HR can approve every pending request before the remediation summary is submitted.

5. <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) Apply the same position-context correction to every insurance record and assume routing will align after refresh.
C) Close workflow validation because at least one corrected insurance change reached the expected reviewer.
D) Retest representative employee data changes across affected insurance contexts and compare reviewer outcomes.

Solutions: