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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 tenant, a consultant is validating a scheduled import of future-dated probation-group corrections before a monthly governance review. The file processes correctly for most employees, but several rows complete with warnings and leave the target records unchanged. All warning rows belong to employees who already have approved future workflow requests for temporary work-status changes in the same effective period.
The customer wants the probation-group corrections preserved without deleting the approved future requests, because those requests have already been validated as part of the operating plan. They also do not want a recurring manual exception process for employees who have future approved actions. The consultant must restore a repeatable administrative load while respecting lifecycle control in the web-based environment.
What is the best next step?
Response:

A) Retry the warning rows with a broader administrative role so the import can override the approved future state during this monthly cycle.
B) Delete the approved future temporary work-status workflow requests, then rerun the warning rows so the probation-group corrections can load without conflict.
C) Exclude employees with approved future workflow requests from all future probation-group imports and require HR administrators to maintain those cases manually.
D) Adjust the import handling for employees with overlapping approved future changes so the probation-group correction fits into the effective-dated timeline without replacing later records.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary supervisory changes. In the web-based environment, requests save and enter workflow for all tested populations, but for one newly added operating population the request routes directly to the standard approval path instead of the intended review queue whenever both a temporary end date and a position-linked organizational impact are present.
Existing populations with the same combination still use the intended review path. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the overall business process.
What is the best corrective action?
Response:

A) Ask managers in the new population to submit those requests through HR administrators until the routing design can be simplified later.
B) Create a separate workflow for the new operating population so the intended review path is always used for those requests.
C) Add the intended review queue members to the standard approval path so affected requests still receive additional oversight.
D) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked organizational impact.

3. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating an internal move process in the web-based UI before user training. Managers can select the employee’s company and business unit, but for one newly activated organizational structure the location list is not empty and not fully missing. Instead, it includes locations that belong to an adjacent structure, causing valid-looking but incorrect choices during testing.
Other organizational structures display the expected filtered location values. The customer wants the process corrected without broadening location availability across unrelated structures, because downstream data quality and reporting depend on controlled location selection. They also do not want a separate move process for the new structure.
What should the consultant investigate first?
Response:

A) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
B) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
C) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.
D) Broaden location visibility for all related structures so users see the same combined location list during internal moves.

4. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven return-to-active-status process in the web-based UI before a seasonal workforce ramp-up. Managers can open the transaction and save it successfully for all tested employees, but for one newly enabled employee category the expected follow-on update to the employee’s work schedule indicator does not occur after save. The same process updates the indicator correctly for existing categories.
HR operations wants one standardized return process across the tenant and does not want to repair the indicator manually after each case. The issue began after the new employee category was introduced during the latest configuration cycle. The consultant must correct the behavior without splitting the process by category.
What should the consultant investigate first?
Response:

A) Reassign affected employees temporarily into an older category so the existing return-to-active process can be reused without further configuration change.
B) Give managers direct edit access to the work schedule indicator so they can complete the missing update during the return transaction.
C) Review the post-save derivation or action configuration for the new employee category, then correct the dependency controlling the work schedule indicator update.
D) Ask HR operations to maintain the work schedule indicator manually for the new employee category until the ramp-up period is complete.

5. <strong>CHALLENGE 2 &#x2014; Facilities Position Context for Building Teams</strong> A facilities assignment can be saved, but the manager-facing review later displays inconsistent campus context. The registrar&#x2019;s office asks whether the team can proceed if HR administration verifies facilities assignments outside the system.
Which response best reflects the performance-versus-governance trade-off?
Response:

A) Proceed with offline HR verification because it preserves the planning schedule and the assignment record saves successfully.
B) Stop all academic and facilities testing until every position record across the university is rebuilt.
C) Open all facilities positions to operations managers temporarily so they can confirm assignments faster during validation.
D) Narrow the validation set and verify representative facilities assignments in the system before relying on offline confirmation.

Solutions: