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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) Retry the warning rows under a broader administrative role so the import can override the approved future state during this monthly cycle.
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) Delete the approved future job-information workflow requests, then rerun the warning rows so the work-schedule correction can load without conflict.

2. In a public cloud SAP SuccessFactors Employee Central Core and Position Management tenant, a consultant is testing a manager-driven workflow for temporary assignment changes in the web-based UI. The transaction saves and starts workflow correctly, but requests for one employee group are routed directly to final approval instead of passing through the intended intermediate review step.
The issue began after the customer introduced a new employee classification used only for temporary assignment populations. Existing populations still follow the full approval path. The customer wants the consultant to restore the correct approval sequence without creating separate end-to-end workflows for each classification, because process maintenance must remain simple after go-live.
What is the best corrective action?
Response:

A) Review the rule or condition that inserts the intermediate review step, then correct the classification-based logic for the new employee group.
B) Create a separate workflow for the new employee classification so the intermediate review step can be hardcoded for that group.
C) Ask managers to route temporary assignment changes through HR administrators until the classification design is revisited later.
D) Add the intermediate approver to the final approval step so all assignment changes receive review before completion.

3. A consultant is validating a position-based readiness process before a planning checkpoint in a public cloud SAP SuccessFactors Employee Central and Position Management tenant. In the web-based UI, HR specialists update selected positions to a ready-for-action state and save successfully. The new state is visible on the position records, but for positions in one newly introduced hierarchy branch the linked employee-side planning indicator does not update during follow-up validation.
Other branches behave correctly. The customer wants to preserve position-driven administration and avoid separate employee-side maintenance after each position update. The affected records all belong to a branch introduced during the latest configuration cycle, and the consultant must correct the issue without redesigning the broader readiness process.
What is the best first action?
Response:

A) Ask HR specialists to update the employee planning indicator manually for the new branch until the checkpoint is completed.
B) Review the dependency between the new hierarchy branch and downstream planning-indicator propagation, then correct the configuration or binding controlling the linked employee update.
C) Recreate the affected positions under an older hierarchy branch so the downstream update behavior matches earlier records.
D) Give planning users broader edit access to the employee planning field so they can repair missing updates directly after each position save.

4. In a public cloud SAP SuccessFactors Employee Central Core tenant, a consultant is validating a manager-led department transfer process before regional user training. In the web-based UI, managers can select company and location, but for one newly activated operating structure the division list includes valid-looking divisions from an adjacent structure.
The transaction remains usable, but testers repeatedly select incorrect combinations because the intended filtered list is too broad. Other operating structures behave correctly. The customer wants the consultant to fix the issue without broadening organizational visibility across unrelated structures or introducing a special transfer process for that region. Financial reporting and approval routing depend on correct division selection.
What should the consultant investigate first?
Response:

A) Ask managers to keep using the current list and rely on process documentation to choose the correct division during transfer entry.
B) Review the organizational associations for company, location, and division in the new operating structure, then correct the relationship controlling filtered division availability.
C) Create duplicate division records for the new operating structure so the intended values appear separately from the adjacent structure.
D) Broaden division visibility for all nearby structures so the same larger list appears consistently in every transfer scenario.

5. A consultant is testing a workflow for manager-submitted temporary reporting-line 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 operational population, requests that include both a temporary end date and a position-linked approval impact bypass the intended intermediate review and go straight to the final approver.
Existing populations with the same combination still route through the intermediate review step. The customer wants to preserve the shared workflow framework because separate population-specific workflows would increase post-go-live maintenance. The consultant must correct the routing behavior without redesigning the wider approval process.
What is the best corrective action?
Response:

A) Create a separate workflow for the new operational population so the intermediate review is always included for those requests.
B) Review the routing condition or rule precedence for the new population, then correct the logic for requests combining temporary end date with position-linked approval impact.
C) Add the intermediate reviewers directly to the final approval stage so affected requests still receive additional oversight before completion.
D) Ask managers in the new population to stop using temporary reporting-line adjustments until the workflow design can be reviewed later.

Solutions: