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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 validating a new-country global transfer process in the web-based UI before a controlled pilot. Managers can start the transfer action and enter the initial data, but when they reach employment information, one required field appears with the correct label yet resets to its prior value after each save for only the newly enabled country. Other countries retain the edited value correctly.
The customer confirms that the field must remain editable in the standard process because downstream approval routing depends on the final stored value. They do not want a separate country-specific transfer design or a manual follow-up correction step. The issue began after recent country-specific setup changes were introduced into the tenant.
What should the consultant investigate first?
Response:

A) Ask managers to complete the transfer and let HR operations correct the field afterward for employees in the new country.
B) Review the country-specific transfer configuration controlling field persistence, then correct the setup dependency causing the value to revert after save.
C) Reload sample employee records from the new country so the transfer action can rebuild the field behavior automatically.
D) Grant managers broader maintenance permissions so the edited value is stored as a direct data update during the transfer action.

2. <strong>CHALLENGE 1 &#x2014; Resort Reference Alignment for Banquet Records</strong> During template remediation, most employee records can be created successfully, but selected banquet coordinator records show a department association that does not match the expected resort context. Several conference service values were updated after the initial template build.
Which action best supports a controlled remediation decision?
Response:

A) Compare affected records against active resort, department, and conference service values, then correct only records with confirmed dependency impact.
B) Rework all resort, department, employee, and position records because any post-build conference service update invalidates the template.
C) Continue seasonal validation because the employee records save successfully and the associations can be reviewed after simulations begin.
D) Give resort operations managers access to all banquet records so they can manually review and correct department associations.

3. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Regional Review</strong> A standard claims position change routes to the expected regional claims manager, but a comparable underwriting support position change remains with HR operations. The same regional manager can approve other employee updates in the assigned claims region.
What should be validated before changing workflow routing?
Response:

A) Whether HR operations can approve all position changes centrally until policy renewal staffing scenarios are added.
B) Whether the workflow notification text tells users that underwriting requests may remain with HR operations.
C) Whether the underwriting employee context, position assignment, and regional responsibility support reviewer determination for the affected change.
D) Whether every regional claims manager should be added to all position-change workflows during SIT.

4. A consultant is supporting a scheduled import of employee supervisor corrections in a public cloud SAP SuccessFactors Employee Central tenant before month-end validation. The file runs successfully for most employees, but several rows complete with warnings and no update. The affected employees all have pending workflow requests for future-dated organizational moves.
Current records are stable, and the same file updates other populations correctly in the web-based environment. The customer wants the supervisor corrections loaded without cancelling the pending workflow items or creating a permanent exception process for HR operations. The consultant must choose a repeatable solution that preserves approval discipline and timeline integrity.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative privileges so the import can override the pending workflow state for this cycle.
B) Cancel the pending workflow requests for the affected employees, then rerun the warning rows after the current import cycle finishes.
C) Adjust the import handling for employees with pending future-dated organizational moves so the supervisor correction coexists with the in-process timeline.
D) Exclude the affected employees from future supervisor imports and require HR operations to update them directly in the web-based UI each month.

5. In a public cloud SAP SuccessFactors Employee Central and Position Management project, a consultant is validating position-based hiring before a customer workshop. Recruiters can select open positions in the web-based process, but the employee records created from those hires do not consistently reflect the intended position-linked organizational values.
Some hires inherit the expected structure, while others require manual correction after completion. The customer wants position-based hiring to remain the primary operating model and does not want a workaround that shifts responsibility back to HR data maintenance. The issue is limited to positions created during a recent expansion of the position hierarchy.
What is the best corrective action?
Response:

A) Load a second set of positions with simplified attributes so recruiters can choose the easiest record during hiring.
B) Review the configuration and data completeness of the newly created positions, then correct the position attributes or inheritance settings that drive downstream employee values.
C) Give recruiters permission to edit restricted organizational fields after hire creation so missing values can be corrected more quickly.
D) Stop using position-based hiring for the affected areas and require recruiters to enter all organizational values directly on each hire.

Solutions: