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

1. <strong>CHALLENGE 3 &#x2014; Plant Manager Access for Workforce Boundaries</strong> A plant manager can access employees in one assigned production department but cannot view an engineering position that belongs to their workforce responsibility. Another unassigned production position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the plant manager should be given access to all records until the engineering position list is corrected.
B) Whether the transfer import file should be reloaded before any access testing continues.
C) Whether the permission role, target population, and plant responsibility assignment align for both assigned and unassigned records.
D) Whether corporate HR can review the engineering position instead of the plant manager during hypercare.

2. A consultant is validating a new-country transfer setup in SAP SuccessFactors Employee Central before a phased rollout. In the public cloud web-based UI, managers can launch the transfer action and complete employee selection, but when they open the employment details section, one required field group is shown in the correct place yet remains non-editable for the new country only.
Other countries allow the same field group to be updated during transfer. The customer confirms that the field group must stay editable because later approval routing depends on the values entered there. They do not want a country-specific manual correction step or a separate transfer design. The issue began after the latest country setup changes were introduced.
What should the consultant investigate first?
Response:

A) Reimport existing employee records for the new country so the transfer action refreshes the field-group behavior automatically.
B) Review the country-specific transfer configuration controlling editability for the required field group, then correct the setup dependency for the new country.
C) Grant managers broader employee maintenance permissions so the field group becomes editable during transfer processing.
D) Remove the field group from the transfer action for the new country so managers can complete transfers and HR can update it later.

3. A consultant is supporting a scheduled import of future-dated employee location corrections in a public cloud SAP SuccessFactors Employee Central tenant before a month-end validation cycle. The file runs successfully for most employees, but a subset of rows completes with warnings and leaves the affected records unchanged. Those employees already have approved future workflow requests for department moves in the same effective period.
The customer wants the location correction preserved without deleting the approved department moves because those requests were already validated by regional HR. They also do not want a permanent manual exception process for employees who have future approved changes. The consultant must keep the administrative load reusable and governance-aligned.
What is the best next step?
Response:

A) Exclude all employees with approved future workflow requests from future location imports and require HR administrators to update them manually in the web-based UI.
B) Adjust the import handling for employees with overlapping future approved changes so the location correction fits into the effective-dated timeline without replacing later records.
C) Retry the warning rows with broader administrative privileges so the import can override the future workflow state during this month-end cycle.
D) Delete the approved future department-move workflow requests, then rerun the warning rows so the location correction can be loaded without conflict.

4. <strong>CHALLENGE 4 &#x2014; Employee Data Workflow for Compliance Review</strong> The implementation partner needs readiness evidence for whether employee data workflow can support the regulated workforce review. Some affected insurance changes remain with corporate HR, while similar branch changes route correctly.
Which evidence best supports a controlled remediation recommendation?
Response:

A) Compliance reviewers receive notification emails for some successful branch employee changes.
B) Corporate HR can approve every pending request before the remediation summary is submitted.
C) The team can manually list which insurance requests remain pending with corporate HR.
D) Representative employee data change tests show that routing follows compliance responsibility when employee and position context align.

5. <strong>CHALLENGE 1 &#x2014; Engineering Department References for Transfer Records</strong> During hypercare, most transfer-related employee updates process successfully, but selected engineering-center employees show an unexpected plant association in manager-facing review. Engineering department values were adjusted during final cutover preparation.
Which action best supports a controlled stabilization path?
Response:

A) Compare affected records against active plant and engineering department values, then correct only records with confirmed dependency impact.
B) Reprocess all transfer-related employee and position records because any final cutover department adjustment invalidates the live dataset.
C) Give plant managers access to all engineering employee records so they can review and correct the plant association manually.
D) Continue active transfer processing because the employee updates saved and the plant association can be reviewed later.

Solutions: