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

1. A consultant is validating a manager-led transfer process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can start the transfer and select the employee’s company, but for one newly added regional structure the list of departments appears valid yet excludes the department that should be the default choice for that company and division combination.
Other regions show the expected department options. HR leadership confirms the missing department was added during the latest corporate data maintenance cycle and must remain visible only for approved organizational combinations. The customer wants the process corrected without expanding department visibility across unrelated divisions or asking managers to use temporary placeholder assignments.
What should the consultant investigate first?
Response:

A) Broaden department visibility for all divisions in that company so managers can always find the missing department during transfers.
B) Review the recent corporate data associations for company, division, and department, then correct the relationship controlling department availability for the new regional structure.
C) Create a duplicate department for the new regional structure so it appears separately in the transfer selection list.
D) Ask managers to select a generic department during transfer and let HR operations correct the final department afterward.

2. <strong>CHALLENGE 3 &#x2014; Resort Manager Access for Hospitality Boundaries</strong> A resort operations manager can access employees in one assigned housekeeping department but cannot view a banquet position that belongs to their resort responsibility. Another unassigned conference-center position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the permission role, target population, and resort responsibility assignment align for both assigned and unassigned records.
B) Whether HR coordination can review the banquet position instead of the resort manager during remediation.
C) Whether the employee creation import should be reloaded before any access testing continues.
D) Whether the resort manager should be given access to all records until the banquet position list is corrected.

3. A consultant is validating a manager-driven internal movement process in a public cloud SAP SuccessFactors Employee Central Core tenant before a pilot launch. In the web-based UI, the transaction saves for all tested employees, but for one newly introduced employee category the expected post-save update to a related employment information field does not occur when the movement reason is marked as temporary.
Permanent movement reasons work correctly for the same category, and older employee categories behave as expected for both cases. The customer wants to keep a single standardized movement process across the tenant and does not want HR operations to repair the related field manually after each temporary movement.
What should the consultant investigate first?
Response:

A) Ask HR operations to maintain the related employment information field manually for temporary moves in the new category until after pilot completion.
B) Review the transaction configuration or derivation dependency for temporary movement reasons in the newly introduced employee category, then correct the post-save update logic.
C) Reclassify employees in the new category into an older category during temporary moves so the existing update behavior can be reused.
D) Grant managers direct edit access to the related employment information field so they can complete the missing update in the same transaction cycle.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a position reactivation process before a controlled staffing restart. In the web-based UI, HR specialists can change selected positions from inactive to active and save successfully. The active status is visible on the position record, but for a subset of reactivated positions the expected availability for downstream nomination activity does not return, and planners still cannot use them in the next preparation step.
Older reactivated positions behave correctly. The customer confirms the affected records belong to a newly introduced position class used for temporary expansion roles and wants to keep that class because planning reports depend on it. The consultant must restore correct lifecycle behavior without requiring planners to track usable positions manually.
What is the best first action?
Response:

A) Review the dependency between the new position class and reactivation-state handling, then correct the configuration controlling downstream availability after save.
B) Ask planners to maintain a manual list of reactivated temporary expansion positions that should be treated as usable during preparation.
C) Give planners broader permissions so the reactivated positions can be selected even if their current downstream state is incomplete.
D) Recreate the affected positions under an older position class so the existing reactivation behavior applies immediately.

5. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a new-country global transfer process in the web-based UI before a controlled pilot. Managers can start the transfer action and enter the initial data, but when they reach employment information, one required field appears with the correct label yet resets to its prior value after each save for only the newly enabled country. Other countries retain the edited value correctly.
The customer confirms that the field must remain editable in the standard process because downstream approval routing depends on the final stored value. They do not want a separate country-specific transfer design or a manual follow-up correction step. The issue began after recent country-specific setup changes were introduced into the tenant.
What should the consultant investigate first?
Response:

A) Reload sample employee records from the new country so the transfer action can rebuild the field behavior automatically.
B) Grant managers broader maintenance permissions so the edited value is stored as a direct data update during the transfer action.
C) Ask managers to complete the transfer and let HR operations correct the field afterward for employees in the new country.
D) Review the country-specific transfer configuration controlling field persistence, then correct the setup dependency causing the value to revert after save.

Solutions: