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) Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.
B) 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.
C) 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.
D) Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.

2. <strong>CHALLENGE 1 &#x2014; Business Unit References for Insurance Employee Records</strong> During template remediation, most branch employee updates validate correctly, but selected insurance claims supervisor records show a business unit relationship that does not match the expected legal entity context. Insurance division business unit values were adjusted after the initial foundation data load.
Which action best supports a controlled remediation decision?
Response:

A) Continue regulated workforce review because the employee records can be updated and the context can be reviewed later.
B) Reload all foundation, employee, and position records because any post-load business unit adjustment invalidates the full remediation population.
C) Give compliance managers access to all insurance employee records so they can manually review and correct legal entity context.
D) Compare affected records against active legal entity and business unit values, then correct only records with confirmed dependency impact.

3. <strong>CHALLENGE 3 &#x2014; Operations Manager Access for Campus Boundaries</strong> An operations manager can access employees in one assigned academic department but cannot view a facilities position that belongs to their campus responsibility. Another unassigned student services position appears in their review list.
What should the consultant validate first?
Response:

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

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> The implementation partner needs readiness evidence for whether position-change workflow can support policy renewal staffing scenarios. Some affected requests remain with HR operations, while similar claims requests route correctly.
Which evidence best supports a controlled readiness recommendation?
Response:

A) Regional managers receive notification emails for some successful claims position changes.
B) HR operations can approve every pending request before the readiness summary is submitted.
C) Representative position-change tests show that routing follows regional responsibility when employee and position context align.
D) The team can manually list which underwriting requests are still pending with HR operations.

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

Solutions: