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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> 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 workflow notification text explains that insurance requests may remain with corporate HR.
B) Whether corporate HR can approve all employee changes until the regulated workforce review begins.
C) Whether the insurance employee context, position assignment, and compliance responsibility support reviewer determination for the affected change.
D) Whether every compliance reviewer should be added to all employee data workflows during remediation.

2. <strong>CHALLENGE 4 &#x2014; Manager Change Workflow for Store and Warehouse Contexts</strong> After a targeted correction to warehouse position context, one manager-change request routes to the expected district reviewer. Another comparable warehouse request still remains with HR operations.
Which next step best avoids a partial-fix trap?
Response:

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

3. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> HR shared-services analysts report that they cannot finish some assigned test cases unless they receive broader access. The compliance lead wants location-based access behavior to remain visible during validation.
Which configuration approach best handles this governance-versus-governance tension?
Response:

A) Restrict HR shared-services access further until department managers complete all location-specific validation.
B) Broaden all HR shared-services access for the rest of testing and rely on audit review to identify inappropriate activity.
C) Keep the current access unchanged and treat every blocked test case as proof that location restrictions are working.
D) Adjust roles and target populations to match assigned validation responsibilities, then retest with representative HR analysts.

4. <strong>CHALLENGE 2 &#x2014; Position Assignment Visibility Across Regional Teams</strong> The team can make position assignments successfully, but manager review does not consistently reflect the regional operating model. The business sponsor asks whether the next test cycle can proceed if HR completes assignments on behalf of managers.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed only after manager-facing visibility is validated for representative regional contexts, even if some test activities are narrowed.
B) Allow managers to view all positions during testing, then restore regional filtering before production preparation.
C) Proceed with HR-only assignment because it keeps the test cycle on schedule and avoids manager support delays.
D) Delay all testing until every employee and position record across the full company is reloaded and reviewed.

5. <strong>CHALLENGE 1 &#x2014; Engineering Department References for Transfer Records</strong> Production transfers and engineering-center transfers use the same employee update process, yet only some engineering-center records show incorrect plant context after review. Corporate HR wants to avoid broad reprocessing unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether all workflow notifications for engineering transfers use the same message template.
B) Whether plant managers can approve engineering transfers without reviewing employee position context.
C) Whether affected records reference plant or engineering department values adjusted during final cutover preparation.
D) Whether corporate HR analysts can manually override plant association during the weekly planning cycle.

Solutions: