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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 public cloud SAP SuccessFactors Employee Central import of manager assignment corrections before a month-end approval review. The import completes, but a subset of rows posts with warnings because the affected employees are currently part of in-flight workflow transactions for job changes. The warning rows remain unchanged after processing.
Other records in the same file update normally. The customer wants the monthly correction process to remain repeatable and does not want approved or pending workflow items cancelled just to make the administrative load succeed. The consultant must choose a fix that respects controlled change processing and avoids recurring manual cleanup for the operations team.
What is the best next step?
Response:

A) Exclude employees with active workflow items from all future imports and require direct web-based maintenance for those cases.
B) Cancel the in-flight workflow items for the affected employees, then rerun the import after the current file finishes.
C) Retry the warning rows using a higher-access role so the import can override the pending workflow state for this cycle.
D) Adjust the administrative import handling for records with active workflow-driven changes so the update process respects the current lifecycle state instead of competing with it.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a scheduled load of future position-holder changes before a controlled staffing review. The import file processes successfully for most rows, but several rows finish with no update because the affected positions are still marked as inactive for the future effective period in the web-based environment.
Current-period records for those same positions remain valid. The customer wants the future staffing changes loaded this week, but they do not want the consultant to activate positions earlier than planned or bypass lifecycle controls. The monthly administrative load must remain reusable for later cycles without separate manual fixes.
What is the best next step?
Response:

A) Change all affected positions to active immediately so the future holder load can post in the current cycle without further checks.
B) Retry the failed rows with broader administrative permissions so the import can override the inactive future state for this cycle.
C) Remove the inactive positions from all future import files and ask HR administrators to enter holder changes manually when the period begins.
D) Adjust the future position lifecycle setup or effective handling for the affected records, then rerun only the rows once the future period supports valid holder updates.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for District Review</strong> A treatment plant position change routes to the expected district operations manager, but a comparable mobile repair position change remains with HR services. The same district manager can approve other employee updates in the assigned plant area.
What should be validated before changing workflow routing?
Response:

A) Whether the mobile repair employee context, position assignment, and district responsibility support reviewer determination for the affected change.
B) Whether HR services can approve all position changes centrally until broader district validation begins.
C) Whether the workflow notification text tells users that mobile repair requests may remain with HR services.
D) Whether every district manager should be added to all position-change workflows during UAT.

4. <strong>CHALLENGE 3 &#x2014; Shared Services Access for Location-Based Boundaries</strong> A project coordinator proposes a temporary role that lets HR shared services view all employee and position records across the network. The coordinator argues that this will prevent delays before the next validation group joins testing.
Why is this option less appropriate?
Response:

A) It reduces the ability to confirm whether location-based target populations and role assignments support the intended operating model.
B) It forces the team to reload location and department values before permission roles can be tested.
C) It requires all department managers to approve records before HR shared services can view them.
D) It prevents HR shared services from completing employee data changes in the preproduction tenant.

5. 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&#x2019;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) Ask managers to continue using the list and rely on training notes to choose the intended location during the move process.
B) Broaden location visibility for all related structures so users see the same combined location list during internal moves.
C) Review the organizational associations for company, business unit, and location in the new structure, then correct the relationship controlling filtered location availability.
D) Create duplicate location records for the new structure so the correct values appear separately from the adjacent structure.

Solutions: