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

1. A consultant is validating a position archival process in SAP SuccessFactors Employee Central and Position Management before a quarterly structure cleanup. In the public cloud web-based environment, HR specialists can change selected positions to an archived status and save successfully. The archived status is visible on the position record, but for a subset of archived positions the expected restriction on reuse does not apply, and those positions still appear selectable during later planning preparation.
Older archived positions behave correctly. The customer confirms the affected positions belong to a newly introduced position category used for short-term project roles and wants to keep that category because reporting depends on it. The consultant must restore correct archival behavior without asking planners to manually screen out invalid positions.
What should the consultant investigate first?
Response:

A) Recreate the affected positions under an older category so archival behavior matches existing records immediately.
B) Ask planners to verify every archived project-role position manually before using any list in planning preparation.
C) Review the dependency between the new position category and archival-state enforcement, then correct the configuration controlling reuse restrictions after save.
D) Remove the archived status from the process and instruct users to track obsolete positions outside the system during cleanup.

2. <strong>CHALLENGE 1 &#x2014; Store Reference Timing for Employee Import Results</strong> The team notices that imported store employees and warehouse shift leads use the same employee import process, yet only some warehouse records show incorrect district context after review. The project lead wants to avoid a broad re-import unless the cause is repeatable.
What should the consultant determine first?
Response:

A) Whether affected records reference store or district values that were corrected after the initial import sequence.
B) Whether HR operations can manually override the district association during final manager testing.
C) Whether all workflow notifications for warehouse employees use the same message template.
D) Whether district managers can approve warehouse manager changes without reviewing employee context.

3. A consultant is validating a manager-led internal reassignment process in a public cloud SAP SuccessFactors Employee Central tenant before user training. In the web-based UI, managers can select company and legal entity, but for one newly activated organizational structure the business unit list includes valid-looking entries from a neighboring structure. The transaction remains usable, yet testers repeatedly select incorrect combinations because the filtered scope is broader than intended.
Other structures display the correct narrowed list. The customer wants the issue fixed without exposing business units across unrelated structures and without creating a separate reassignment process for the new rollout group. Reporting accuracy and approval routing depend on correct business unit selection.
What should the consultant investigate first?
Response:

A) Create duplicate business unit records for the new structure so the intended values appear separately from the neighboring structure.
B) Review the organizational associations for company, legal entity, and business unit in the new structure, then correct the relationship controlling filtered business unit availability.
C) Ask managers to continue using the current list and rely on training instructions to select the intended business unit during reassignment.
D) Broaden business unit visibility for all nearby structures so the same larger list appears consistently during reassignment processing.

4. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is supporting an administrative load of position status updates before a planning checkpoint. The import file is accepted, but a subset of rows completes with warnings and leaves the affected positions unchanged. The warning pattern appears only for positions that already have pending workflow-driven updates not yet finalized.
Other rows in the same file update successfully. The customer wants the consultant to preserve the controlled approval process for pending position changes and avoid forcing users to cancel those requests just to finish the import. The solution must support future recurring loads without manual cleanup after each cycle.
What is the best next action?
Response:

A) Adjust the import approach for positions with pending workflow-driven updates so the administrative load respects the existing in-process state instead of bypassing it.
B) Load the warning rows under a higher-access administrative role so the import can override the pending workflow state during the checkpoint cycle.
C) Cancel the pending workflow requests for the affected positions, then rerun the import so the unchanged rows can be updated immediately.
D) Remove the affected positions from future import files permanently and require web-based maintenance whenever workflow requests are active.

5. A consultant is testing a workflow for manager-submitted temporary reporting adjustments in SAP SuccessFactors Employee Central Core and Position Management. In the public cloud web-based environment, requests for all tested populations save and enter workflow correctly. However, for one newly added service population, requests that include both a temporary end date and a position-linked supervisory impact go to a fallback queue instead of the intended governance review step.
Existing populations with the same combination still route through governance review. The customer wants to keep the shared workflow model because separate population-specific workflows would increase maintenance after go-live. The consultant must correct the routing behavior without redesigning the broader process or shifting submission to HR administrators.
What is the best corrective action?
Response:

A) Ask managers in the new population to stop submitting temporary supervisory changes until the workflow design can be simplified later.
B) Add the governance reviewers to the fallback queue so affected requests still receive oversight before completion.
C) Create a separate workflow for the new service population so the governance review step is always included for those requests.
D) Review the routing condition or rule precedence for the new service population, then correct the logic for requests combining temporary end date with position-linked supervisory impact.

Solutions: