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

1. A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
B) Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.
C) Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.
D) Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-driven temporary schedule adjustment process in the web-based UI before a regional pilot. The transaction opens, saves, and completes workflow correctly for all tested employees, but for one newly enabled employee category the expected post-save update to the employee’s work schedule class does not occur. The same action updates the schedule class correctly for established categories.
HR operations wants to keep a single standardized adjustment process across the tenant and does not want to correct the schedule class manually after each approved request. The issue began after the new category was introduced during the latest configuration cycle. The consultant must correct the behavior without creating category-specific process variants.
What should the consultant investigate first?
Response:

A) Review the post-save derivation or transaction configuration for the new category, then correct the dependency controlling the work schedule class update.
B) Reclassify affected employees temporarily into an older category so the existing adjustment behavior can be reused without further changes.
C) Give managers direct edit access to the work schedule class so they can complete the missing update during the same transaction.
D) Ask HR operations to update the work schedule class manually for the new category until the pilot period is complete.

3. A consultant is validating a controlled monthly correction process in a web-based SAP SuccessFactors Employee Central tenant before a compliance review cycle. HR operations users can search records, open the correction page, and prepare updates for all approved populations. For one sensitive regional population, the preview step works and the changed values are visible, but the final process completes without committing those rows and returns an access-scope message.
HR administrators can process the same rows successfully. The customer wants the approved operations team to handle this population only for the defined monthly correction process, without broad administrator rights and without weakening the stricter regional governance boundary. The solution must remain repeatable for future month-end cycles.
What is the best corrective action?
Response:

A) Ask HR administrators to process the sensitive regional population separately every month while operations users continue with the rest of the workforce.
B) Review the operations role and target-population authorization for the final correction-processing step, then adjust only the approved execution scope for that regional population.
C) Temporarily move the sensitive regional population into the general operations scope during each monthly cycle and restore the current restriction afterward.
D) Copy the administrator permissions to the operations team during the monthly cycle so the final processing step can complete for the restricted rows.

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

5. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the location list is narrower than expected and omits the location that should be valid for the selected organizational combination. Other structures show the correct filtered locations.
HR leadership confirms the missing location was added during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden location availability across unrelated structures or use temporary placeholder values during moves. The consultant must correct the issue without changing the standard move process.
What is the best next step?
Response:

A) Broaden location visibility for all related structures so managers can always find the missing value during internal moves.
B) Review the organizational associations for company, department, and location in the new structure, then correct the relationship controlling filtered location availability.
C) Ask managers to choose a temporary location and let HR operations correct the final value after the transaction is completed.
D) Create duplicate location records for the new structure so the intended value appears separately in the selection list.

Solutions: