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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 work-schedule corrections in a public cloud SAP SuccessFactors Employee Central tenant before a monthly governance review. The file processes correctly for most employees, but a subset completes with warnings and leaves the target records unchanged. Those employees already have approved future workflow requests for job-information updates in the same effective period.
The customer wants the work-schedule corrections preserved without deleting the approved future job-information requests, because those requests were already validated and are part of the operating plan. They also do not want a permanent manual exception process for employees who have approved future updates. The consultant must restore a repeatable and governance-aligned administrative load.
What is the best next step?
Response:

A) Delete the approved future job-information workflow requests, then rerun the warning rows so the work-schedule correction can load without conflict.
B) Adjust the import handling for employees with overlapping approved future changes so the work-schedule correction fits into the effective-dated timeline without replacing later records.
C) Exclude employees with approved future workflow requests from all future work-schedule imports and require HR administrators to maintain those cases manually.
D) Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.

2. A consultant is validating a manager-led internal move process in a public cloud SAP SuccessFactors Employee Central tenant. In the web-based UI, managers can select company and business unit, but for one newly onboarded organizational structure the cost center list is not empty and not missing entirely. Instead, it shows valid-looking entries from two sibling divisions, causing users to choose incorrect combinations during testing.
Other structures display correctly narrowed cost center choices. Finance and HR want the consultant to fix the problem before user training because reporting accuracy depends on controlled organizational selection. The customer does not want to broaden cost center access across all divisions or introduce a separate move process for the new structure.
What is the best next step?
Response:

A) Ask managers to use the current list and rely on training notes to choose the correct cost center during the move.
B) Create duplicate cost center records for the new structure so the intended values appear separately in the list.
C) Review the organizational associations for company, business unit, and cost center in the new structure, then correct the relationship controlling filtered cost center availability.
D) Broaden cost center visibility for all sibling divisions so the same large list appears consistently across the structure.

3. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating a process where vacant positions should be ready for controlled staffing actions after approval. In the web-based UI, a position moves to approved status successfully, but it still appears unavailable for the next staffing step in the follow-up validation.
Other approved positions created earlier are available as expected. The customer does not want users to bypass the position-driven operating model by creating staffing actions outside the approved position flow. The issue affects only positions created from a newer configuration set introduced during the last testing cycle.
What should the consultant investigate first?
Response:

A) Review the configuration dependency between approved position status and downstream staffing availability, then correct the setting or mapping used by the newer position setup.
B) Ask users to create staffing actions without selecting positions until the new configuration set can be reviewed after testing.
C) Give staffing users broader search access so newly approved positions appear regardless of process status.
D) Recreate all positions from the newer configuration set using the same method as the earlier working positions.

4. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Terminal Review</strong> A dockside position change routes to the expected terminal operations manager, but a comparable maintenance position change remains with HR data administration. The same terminal manager can approve other employee updates in the assigned dockside area.
What should be validated before changing workflow routing?
Response:

A) Whether the maintenance employee context, position assignment, and terminal responsibility support reviewer determination for the affected change.
B) Whether HR data administration can approve all position changes centrally until configuration testing begins.
C) Whether every terminal manager should be added to all position-change workflows during design validation.
D) Whether the workflow notification text tells users that maintenance requests may remain with HR data administration.

5. <strong>CHALLENGE 2 &#x2014; Department Position Control for Manager Updates</strong> Position-update transactions are inconsistent only when the department context differs from the manager responsibility assignment prepared earlier. One update works, while another comparable update remains pending with HR shared services.
What is the most appropriate validation checkpoint?
Response:

A) Confirm that HR shared services users can approve the position update if the department manager does not receive it.
B) Confirm that all managers can see the same list of position updates across the full network.
C) Confirm that the position record, department context, and assigned manager responsibility align for the affected transaction.
D) Confirm that the position update form contains all mandatory fields before submission.

Solutions: