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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 Change Workflow for Department Review</strong> After a targeted update to responsibility assignments, one employee change request routes correctly to the department reviewer. A second request for a similar department still remains with HR shared services.
Which next step best avoids a partial-fix trap?
Response:

A) Apply the same responsibility update to every department and assume the remaining request will route correctly after refresh.
B) Close workflow validation because at least one corrected request reached the expected department reviewer.
C) Retest representative employee changes across affected departments and compare routing results against the expected reviewer model.
D) Remove HR shared-services visibility from all pending workflow requests so that department review becomes mandatory.

2. A consultant is testing a manager-initiated change process in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, a workflow starts correctly when a manager submits a temporary reporting change, but requests for one employee segment are routed to an outdated approver group instead of the current regional reviewer.
The older approver group still exists for historical cases, and the transaction saves successfully. The customer wants the consultant to restore the current routing logic without deleting prior workflow structures or creating separate full workflows for every employee segment, because maintenance effort must stay low after go-live.
What is the best corrective action?
Response:

A) Ask managers to submit those requests through HR administrators until the older approver group is retired from the tenant.
B) Add the current regional reviewer to the outdated approver group so every affected request reaches someone who can still approve it.
C) Replace the workflow with separate end-to-end versions for each employee segment so the correct reviewer can be assigned directly.
D) Review the rule or routing condition that resolves the approver group for the affected segment, then correct the logic so it selects the current regional reviewer.

3. <strong>CHALLENGE 3 &#x2014; District Manager Access for Municipal Boundaries</strong> A district manager can access employees in one assigned treatment plant but cannot view a mobile repair position that belongs to their district responsibility. Another unassigned pumping station position appears in their review list.
What should the consultant validate first?
Response:

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

4. <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.

5. <strong>CHALLENGE 4 &#x2014; Employee Change Workflow for Department Review</strong> Some employee change requests remain visible to HR shared services and do not reach the expected department reviewer. The same department manager can approve other employee changes in the same location.
What should be validated before changing the workflow configuration?
Response:

A) Whether HR shared services can approve all employee changes centrally until the workflow behavior is reviewed later.
B) Whether the employee record context, department value, and manager responsibility assignment support reviewer determination for the affected request.
C) Whether the notification wording explains that some requests may stay with HR shared services.
D) Whether all employee change workflows should be routed to both HR and every department manager for testing.

Solutions: