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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 supporting a monthly administrative import of employee job dat a. The import completes, but a subset of rows is rejected because the updates refer to records that already have future-dated changes scheduled for the same employees.
The customer needs the current month’s administrative corrections loaded before payroll validation, but they do not want to overwrite the future-approved changes or flatten the timeline of planned updates. The failed rows are concentrated in one business area that recently completed workforce planning. The consultant must choose an action that preserves date-based data integrity while keeping the recurring import process usable.
What is the best next step?
Response:

A) Delete the future-dated records for the affected employees so the monthly correction import can be applied cleanly to the current rows.
B) Load all rejected corrections using today’s date only, then recreate the future changes manually after payroll validation is finished.
C) Review the rejected rows against the existing future-dated timeline and adjust the import handling so the current correction fits without overwriting the approved future changes.
D) Exclude the affected employees from the monthly import permanently and maintain them only through direct web-based edits.

2. In a public cloud SAP SuccessFactors Employee Central and Position Management tenant, a consultant is validating a temporary position suspension process before a quarterly workforce review. In the web-based UI, HR specialists can set selected positions to a suspended status and save successfully. The new status is visible on the position record, but for a subset of suspended positions the expected restriction on downstream assignment actions does not apply, and users can still initiate follow-on staffing activity.
Earlier positions in the tenant behave correctly. The customer confirms the affected positions were all created under a newly introduced position group used for seasonal roles and wants to keep that design because planning reports depend on it. The consultant must correct the issue without requiring manual monitoring of every suspended position.
What is the best first action?
Response:

A) Ask HR specialists to review suspended seasonal positions manually and reverse any downstream assignment actions that occur before the workforce review.
B) Give staffing users additional guidance not to initiate follow-on activity for suspended seasonal positions even if the action remains available.
C) Recreate the affected positions under an older position group so the existing suspension behavior applies again.
D) Review the dependency between the new position group and suspension-state enforcement, then correct the configuration controlling downstream action restrictions after save.

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

4. <strong>CHALLENGE 2 &#x2014; Branch Position Responsibility for Regulated Review</strong> After one responsibility assignment is corrected, a previously pending insurance position change reaches the expected compliance reviewer. A second comparable insurance position change still remains with corporate HR administrators.
Which next step best avoids accepting a partial fix?
Response:

A) Close position responsibility validation because one corrected request reached the expected compliance reviewer.
B) Apply the same responsibility correction to every insurance position and assume pending requests will route correctly.
C) Retest representative insurance position changes across affected contexts and compare reviewer outcomes.
D) Remove corporate HR visibility from all pending position changes so compliance review becomes mandatory.

5. In a public cloud SAP SuccessFactors Employee Central Core and Position Management project, a consultant is testing a workflow for manager-submitted temporary reporting changes. In the web-based environment, requests from all regions save and enter workflow correctly, but for one newly added business population the request bypasses the escalation review step whenever the transaction contains both a temporary end date and a sensitive reporting relationship.
Similar requests for other populations include the escalation review as designed. The customer wants to preserve the shared workflow framework and avoid creating separate population-specific workflows because post-go-live maintenance must stay low. The issue appeared after the business population was added during the latest configuration cycle.
What is the best corrective action?
Response:

A) Review the routing rule or condition precedence for the newly added business population, then correct the logic for requests combining temporary end date and sensitive reporting relationship.
B) Add the escalation reviewer directly to the final approval step so all affected requests still receive additional oversight.
C) Ask managers in that population to submit sensitive temporary reporting changes through HR administrators until a broader redesign is available.
D) Create a separate workflow for the new business population so the escalation review step is always included for those requests.

Solutions: